本文關鍵詞： 人防工程 人員流失 薪酬福利 職業(yè)生涯規(guī)劃　出處：《大連理工大學》2015年碩士論文　論文類型：學位論文

【摘要】：員工適當?shù)碾x職和補充對于企業(yè)的運營模式和管理模式的創(chuàng)新是很重要和有益的,但職員流動性的過度和失控,就會嚴重影響企業(yè)的效率和經(jīng)濟效益。員工的離職會使企業(yè)在經(jīng)濟上受到巨大創(chuàng)傷,這當然也包含重新招聘和培養(yǎng)人才所需的成本。有效的控制和管理員工離職問題,關系到員工個人職業(yè)生涯發(fā)展,也是關系到企業(yè)可否持續(xù)健康快速發(fā)展的關鍵問題。在和平時期,地下人防工程的戰(zhàn)備作用并不突出,為了提高地下人防工程的使用效率,許多城市都將地下人防工程改建為招待所、餐廳、醫(yī)院和影劇院等。專門從事地下人防工程投資開發(fā)建設的公司便如雨后春筍應運而生,市場競爭也越來越激烈。如何在激烈的競爭中脫穎而出,便成為各大人防工程開發(fā)公司不得不面臨的艱巨工作,也可以說現(xiàn)代人防工程開發(fā)公司的競爭力主要表現(xiàn)在人力資源競爭上,然而人防工程開發(fā)公司人才儲備嚴重不足,市場的擴大必然也增加了企業(yè)員工流動性。本文以SY人防工程開發(fā)公司人員流失的案例為切入點,采用個案研究法和文獻研究法,通過四個人員流失的典型案例,發(fā)掘SY人防工程開發(fā)公司人員流失的原因,并提出對策建議。作者運用MBA課程中學到的人力資源管理、行為組織學、管理學等相關內容為充足的理論依據(jù),通過SY人防工程開發(fā)公司實際案例的研究得到了數(shù)據(jù)支持,通過典型案例的研究,并從人才招聘、薪酬福利制度、企業(yè)文化建設及職業(yè)生涯規(guī)劃四方面,提出行之有效的解決方案,使SY地下人防工程公司離職率有所降低,人員流失問題得到有效的改善,留住人才,確保公司高效運營。
[Abstract]:Proper turnover and replenishment of employees is very important and beneficial to the innovation of business model and management mode, but the staff mobility is excessive and out of control. It will seriously affect the efficiency and economic efficiency of the enterprise, and the departure of employees will greatly hurt the economy of the enterprise. This, of course, also includes the cost of re-recruiting and nurturing talent. Effective control and management of employee turnover is related to the individual career development of employees. It is also a key issue related to the sustainable, healthy and rapid development of enterprises. In peacetime, the operational preparedness of underground civil air defense works is not prominent, in order to improve the use efficiency of underground civil air defense projects. Many cities have transformed underground civil air defense projects into guest houses, restaurants, hospitals and theatres. Companies specializing in investment development and construction of underground civil air defense projects have sprung up at the historic moment. The market competition is becoming more and more fierce. How to stand out in the fierce competition has become the arduous work that the major civil air defense engineering development companies have to face. It can also be said that the competitiveness of the modern civil air defense engineering development company is mainly in the competition of human resources, but the talent reserve of the civil air defense engineering development company is seriously insufficient. The expansion of the market must also increase the mobility of employees. This paper takes the case of staff loss in sy civil air defense engineering development company as the starting point, using case study method and literature research method. Through four typical cases of personnel loss, this paper explores the reasons for the loss of personnel in sy civil air defense engineering development company, and puts forward countermeasures and suggestions. The author uses the human resource management and behavior organization of MBA course to learn. Management and other related content for sufficient theoretical basis, through sy civil air defense engineering development company actual case research data support, through the typical case study, and from talent recruitment, compensation and welfare system. In the four aspects of enterprise culture construction and career planning, effective solutions are put forward to reduce the turnover rate of sy underground civil air defense engineering company, to effectively improve the problem of personnel loss and to retain talents. Ensure efficient operation of the company.
【學位授予單位】：大連理工大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F426.92;F272.92

【參考文獻】

相關期刊論文 前6條

1 陳從眾;金纜，

本文編號：1450950