本文選題：用工短缺 + 就業(yè)形勢��； 參考：《石河子大學(xué)》2015年碩士論文

【摘要】：我國經(jīng)濟(jì)進(jìn)入21世紀(jì)以來一直處于快速平穩(wěn)發(fā)展的狀態(tài),經(jīng)濟(jì)的高速發(fā)展促進(jìn)各行各業(yè)的繁榮與發(fā)展,行業(yè)規(guī)模的擴(kuò)大需求更多的人力資源,人才是21世紀(jì)最為珍貴的資源。2009年以來我國的經(jīng)濟(jì)發(fā)展出現(xiàn)“用工荒”的現(xiàn)象,經(jīng)濟(jì)發(fā)達(dá)地區(qū)如珠江三角洲、長江三角洲、東北工業(yè)區(qū)等地都紛紛出現(xiàn)“用工荒”,企業(yè)招不到人,用工出現(xiàn)結(jié)構(gòu)性短缺。根據(jù)2010年江蘇人才市場的統(tǒng)計數(shù)據(jù)顯示,有55.55%的企業(yè)表示在招聘工作上存在一定的困境,而根據(jù)浙江省人力資源市場的調(diào)查報告顯示,2012年浙江省全省的企業(yè)用工需求人數(shù)是73.2萬人,而同期的人力市場求職人數(shù)卻僅有43.2萬人,珠江三角洲的用工缺口更為明顯,僅僅是深圳市用工缺口達(dá)到80萬人。用工短缺成為困擾許多企業(yè),特別是勞動密集型企業(yè)發(fā)展的一大阻礙。杭州市作為沿海經(jīng)濟(jì)發(fā)達(dá)城市,用工短缺現(xiàn)象也十分嚴(yán)重,2012年杭州市勞動力市場創(chuàng)下1:20的勞動力供需比例,這一嚴(yán)峻的現(xiàn)象使得杭州市的多數(shù)企業(yè)產(chǎn)生拼搶勞動者的現(xiàn)象,用工短缺成為一些中小企業(yè)擴(kuò)大規(guī)模的阻礙。本文以ZJL公司用工短缺為研究對象,作為一家中型的制造企業(yè),ZJL公司對于勞動力的需求比較大,特別是對技術(shù)型的勞動力需求量高。目前杭州市的就業(yè)市場存在一種奇怪的現(xiàn)象,剛畢業(yè)的大學(xué)生對自己的起點定位過高,不愿意進(jìn)入中小企業(yè)工作,而80后與90后為代表的農(nóng)民工新生代,其經(jīng)濟(jì)壓力已經(jīng)不像其父輩那么巨大,其選擇的空間也比較大。這種原因的存在導(dǎo)致ZJL公司的用工出現(xiàn)結(jié)構(gòu)性的短缺,不僅技術(shù)型的勞動者難以招聘,就連普通的勞動力都需要與多家企業(yè)競爭,而用工成本的加大勢必對企業(yè)的規(guī)模擴(kuò)大與產(chǎn)品銷售產(chǎn)生影響。對于技術(shù)型企業(yè)來說,員工的流動性比較大,而且目前我國的就業(yè)市場上出現(xiàn)用工短缺的現(xiàn)象,特別是沿海地區(qū)的企業(yè)難以招收到滿足生產(chǎn)需求的勞動力。本文運用勞動力流動理論、員工激勵理論,通過對用工短缺問題進(jìn)行理論上的探討,并且結(jié)合ZJL公司用工的實際情況,在分析我國勞動力市場上勞動力的供求現(xiàn)狀,分析杭州市人力資源市場的用工環(huán)境。通過對ZJL公司的用工采取問卷調(diào)查的方式,分析員工的流動率情況、員工對公司的滿意度情況,并從內(nèi)因與外因兩個方面分析ZJL公司用工短缺的原因,從而從完善ZJL公司人力資源管理制度、完善職業(yè)教育以及增加勞動力供給等方面提出具體的解決ZJL公司用工短缺的問題。
[Abstract]:China's economy has been in a state of rapid and steady development since the beginning of the 21st century. The rapid development of the economy promotes the prosperity and development of various industries, and the expansion of the scale of the industry requires more human resources. Talent is the most precious resource in the 21st century. Since 2009, there has been a "shortage of workers" in China's economic development. In economically developed areas such as the Pearl River Delta, the Yangtze River Delta, the Northeast Industrial Zone, and so on, there has been a "shortage of workers". Enterprises can not recruit people, labor structural shortage. According to the statistics of Jiangsu's talent market in 2010, 55.55 percent of enterprises indicated that they had some difficulties in recruiting. According to a survey report on the human resources market in Zhejiang Province, the number of enterprises in Zhejiang Province in 2012 was 732000, while the number of people seeking employment in the labor market in the same period was only 432000. The shortage of employment in the Pearl River Delta is even more obvious. Shenzhen only has a shortage of 800000 workers. Shortage of employment has become a major obstacle to the development of many enterprises, especially labor-intensive enterprises. Hangzhou, as a developed coastal city, has a very serious shortage of workers. In 2012, the labor market in Hangzhou hit the 1:20 labor supply and demand ratio. This grim phenomenon has led to the phenomenon of robbing workers by most enterprises in Hangzhou. The shortage of employment has become a hindrance to the expansion of some small and medium-sized enterprises. This paper takes the shortage of labor in ZJL Company as the research object. As a medium-sized manufacturing enterprise, the demand for labor force of ZJL Company is relatively large, especially for the skilled labor force. At present, there is a strange phenomenon in the employment market in Hangzhou. Freshly graduated college students are too positioned for their starting point and are unwilling to work in small and medium-sized enterprises. However, the post-80s and post-90s generation of migrant workers represent the new generation of migrant workers. Its economic pressure is no longer as great as its parents, its choice is relatively large. The existence of this cause has led to a structural shortage of workers at ZJL. Not only is it difficult for skilled workers to recruit, but even ordinary workers need to compete with many enterprises. The increase in labor costs is bound to have an impact on the scale of enterprises and product sales. For technical enterprises, the mobility of employees is relatively large, and there is a shortage of employment in the employment market of our country at present, especially in the coastal areas, it is difficult for enterprises in the coastal areas to recruit labor force to meet the demand of production. Based on the theory of labor flow and the theory of employee motivation, this paper discusses the problem of labor shortage theoretically, and analyzes the present situation of labor force supply and demand in China's labor market, combining with the actual situation of ZJL Company. This paper analyzes the employment environment of human resource market in Hangzhou. Through the way of questionnaire survey on the employment of ZJL Company, this paper analyzes the situation of employee turnover, the satisfaction of employees to the company, and analyzes the reasons for the shortage of workers in ZJL Company from two aspects of internal and external causes. From the aspects of perfecting the human resource management system of ZJL Company, perfecting the vocational education and increasing the supply of labor force, this paper puts forward some concrete solutions to the shortage of employment in ZJL Company.
【學(xué)位授予單位】：石河子大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F249.2

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