【摘要】：踏入21世紀(jì),隨著全球經(jīng)濟(jì)一體化進(jìn)程和改革開放的不斷深入人心,人力資源在促進(jìn)和推動社會和經(jīng)濟(jì)發(fā)展的過程中地位越來越突出,其不僅是一個企業(yè)的珍貴資源,甚至超出企業(yè)層面上升為一個國家長遠(yuǎn)發(fā)展的寶貴戰(zhàn)略資源。在這樣一個瞬息萬變的時代,人力資源逐漸成為衡量國家綜合國力和國際競爭力的標(biāo)尺。另外,不但企業(yè)的市場競爭力與企業(yè)自身的人資管理體系息息相關(guān),企業(yè)的可持續(xù)發(fā)展力以及發(fā)展前景同樣離不開企業(yè)的人資管理體系。長期以來,民用機場企業(yè)重點關(guān)注機場高級管理人才,如類似機場機務(wù)工程師等高級專業(yè)技術(shù)人才的管理,對民用機場行業(yè)特定的技術(shù)服務(wù)型人才關(guān)注甚少,導(dǎo)致SA機場技術(shù)服務(wù)型人才流失嚴(yán)重。 作為為民用航空器及運輸旅客提供地面保障和服務(wù)的企業(yè)來說,技術(shù)服務(wù)型人才隊伍是民用機場企業(yè)主營業(yè)務(wù)的中堅力量,不重視該類人才的隊伍和人力資源管理體系的建設(shè),就會造成技術(shù)服務(wù)型人才流失,導(dǎo)致員工工作積極性降低,機場整體服務(wù)水平下降,培訓(xùn)成本不斷攀升等問題,都有可能造成影響民航安全的嚴(yán)重后果。因此本文針對所研究的問題,主要方法是通過針對深圳寶安機場人才流失的狀況和影響,總結(jié)與歸納離職面談結(jié)果和問卷調(diào)查數(shù)據(jù),結(jié)合人力資源管理中的相關(guān)理論對SA機場技術(shù)服務(wù)型人才流失問題進(jìn)行分析,最后根據(jù)人力資源管理模塊對SA機場具體情況提出解決該問題的方法。 本文主體包括五大板塊：1.緒論。主要介紹了本文的研究背景、研究目標(biāo)、研究意義與研究內(nèi)容等。2.相關(guān)理論及研究進(jìn)展。主要從期望理論、需求層次理論、公平理論和雙因素理論進(jìn)行梳理,再綜述機場技術(shù)服務(wù)型人才的培養(yǎng)模式及強化路徑等。3.對SA機場技術(shù)服務(wù)型人才流失的現(xiàn)狀、影響進(jìn)行分析。4.對SA機場技術(shù)服務(wù)型人才流失的原因進(jìn)行差異性分析,總結(jié)、歸納出關(guān)鍵原因。5.研究結(jié)論與政策建議。主要對SA機場技術(shù)服務(wù)型人才流失的現(xiàn)狀分析結(jié)果、存在的問題和原因分析結(jié)果進(jìn)行總結(jié),并提出相關(guān)的對策與建議。
[Abstract]:Entering the 21st century, with the process of global economic integration and the continuous deepening of reform and opening-up, human resources are becoming more and more prominent in the process of promoting and promoting social and economic development, and it is not only a precious resource for an enterprise. Even beyond the enterprise level to rise to the long-term development of a country's valuable strategic resources. In such a rapidly changing era, human resources gradually become a measure of national comprehensive national strength and international competitiveness. In addition, not only the market competitiveness of the enterprise is closely related to its own human capital management system, but also the sustainable development ability and the development prospect of the enterprise are inseparable from the human capital management system of the enterprise. For a long time, civil airport enterprises have focused on the management of senior airport management personnel, such as senior professional and technical personnel such as airport locomotive engineers, and very little attention has been paid to specific technical service talents in the civil airport industry. Led to the SA airport technical service-oriented brain drain serious. As an enterprise providing ground support and service for civil aircraft and transport passengers, the technical service-oriented talent team is the backbone of the main business of civil airport enterprises, and does not attach great importance to the construction of the ranks and human resources management system of this kind of talent. It will result in the loss of technical service-oriented talents, the decrease of staff enthusiasm, the decline of airport service level, and the rising training costs, all of which may result in serious consequences affecting the safety of civil aviation. Therefore, in view of the problems studied, the main method is to summarize and summarize the results of exit interview and the data of questionnaire survey according to the situation and influence of brain drain at Baoan Airport in Shenzhen. Combined with the related theory of human resource management, this paper analyzes the problem of technical service-oriented brain drain in SA airport, and finally puts forward the method to solve the problem according to the specific situation of SA airport in the light of human resource management module. The main body of this paper includes five major plates: 1. Introduction This paper mainly introduces the research background, research objectives, research significance and research content of this paper. 2. Related theory and research progress. Mainly from the expectation theory, the demand level theory, the fair theory and the two-factor theory to carry on the carding, and then summarizes the airport technical service type talented person's training mode and the enhancement path and so on. 3. The current situation and impact of technical service brain drain in SA airport are analyzed. 4. This paper analyzes the difference of the reason of the technical service brain drain in SA airport, sums up and concludes the key reasons. 5. Research conclusions and policy recommendations. This paper summarizes the present situation, existing problems and causes of the brain drain in SA airport, and puts forward some countermeasures and suggestions.
【學(xué)位授予單位】：北京交通大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：F272.92;F562.6

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