發(fā)布時(shí)間：2018-06-02 21:50

  本文選題：A公司 + 人力資源�。� 參考：《內(nèi)蒙古大學(xué)》2017年碩士論文

【摘要】：隨著社會(huì)的發(fā)展和科技的進(jìn)步,全世界經(jīng)濟(jì)信息一體化的建立,人才的競(jìng)爭(zhēng)在企業(yè)之間的競(jìng)爭(zhēng)中越發(fā)顯現(xiàn)出來,企業(yè)之間的競(jìng)爭(zhēng)歸根到底是人員之間的競(jìng)爭(zhēng),因?yàn)槿瞬攀瞧髽I(yè)各項(xiàng)資源中最為重要和難得的資源,人才具有主觀能動(dòng)性,他能隨著企業(yè)經(jīng)營(yíng)內(nèi)外部環(huán)境的變化做出應(yīng)對(duì),能使企業(yè)適應(yīng)各種經(jīng)濟(jì)環(huán)境。但是A公司地處中西部偏遠(yuǎn)地區(qū),屬于勞動(dòng)密集型企業(yè),行業(yè)準(zhǔn)入門檻低,人員流失嚴(yán)重,且企業(yè)人員結(jié)構(gòu)不合理,無法吸引和留住優(yōu)秀人才。目前,A公司正被人員大量流失而困擾,甚至已經(jīng)影響到公司的生存。對(duì)此,本文從企業(yè)人力資源管理的角度出發(fā),剖析了企業(yè)人員嚴(yán)重流失帶來的種種問題,同時(shí)說明了防控企業(yè)人員流失的積極作用。梳理和總結(jié)了國(guó)內(nèi)外研究學(xué)者的重要論述和觀點(diǎn)。然后提列歸納出企業(yè)人員流失的理論和普遍性規(guī)律,為進(jìn)一步研究A公司的人員流失問題奠定理論基礎(chǔ)。本文將A公司全體在職員工作為研究對(duì)象,通過訪談法、文獻(xiàn)研究、問卷調(diào)查等研究方式對(duì)A公司的人力資源進(jìn)行全面分析,找出人員流失的普遍因素,發(fā)現(xiàn)A公司存在諸多問題導(dǎo)致人員流失嚴(yán)重,如企業(yè)薪酬制度不夠完善,缺乏人員培訓(xùn),職業(yè)晉升通道受阻,企業(yè)文化較弱等問題,針對(duì)A公司人員大量流失現(xiàn)狀,結(jié)合發(fā)現(xiàn)的導(dǎo)致人員流失的問題,本文建議A公司從健全薪酬體系、完善培訓(xùn)機(jī)制、重塑企業(yè)文化、暢通職務(wù)晉升渠道等方面著手,避免A公司人員嚴(yán)重流失的問題,并且建章立制,提高A公司人事部門的能力水平和現(xiàn)代化。同時(shí),能夠?yàn)橛蓄愃平?jīng)歷的企業(yè)提供一些可借鑒的方式方法。
[Abstract]:With the development of society and the progress of science and technology, with the establishment of the integration of economic information in the world, the competition of talents becomes more and more obvious in the competition among enterprises. The competition among enterprises is, in the final analysis, the competition among personnel. Because talent is the most important and rare resource among all kinds of resources of an enterprise, the talented person has subjective initiative, he can make the response with the change of the internal and external environment of the enterprise management, can make the enterprise adapt to all kinds of economic environment. But company A is located in the remote areas of the central and western regions, belongs to the labor-intensive enterprises, the industry entry threshold is low, the personnel loss is serious, and the enterprise personnel structure is unreasonable, cannot attract and retain the outstanding talented person. At present, the company is suffering from a large number of personnel loss, even affecting the survival of the company. In this paper, from the point of view of enterprise human resource management, this paper analyzes the various problems caused by the serious loss of enterprise personnel, and explains the positive role of preventing and controlling the loss of enterprise personnel. Combing and summing up the important exposition and viewpoint of domestic and foreign research scholars. Then, the theory and the general law of the loss of personnel are summarized, which lays a theoretical foundation for the further study of the problem of the loss of personnel in Company A. This paper takes all the employees of Company A as the research object, through interview, literature research, questionnaire survey and other research methods to analyze the human resources of A Company, find out the common factors of staff loss. It is found that there are many problems in company A that lead to serious staff loss, such as inadequate salary system, lack of personnel training, blocked career promotion channel, weak corporate culture and so on. Combined with the problems that lead to the loss of personnel, this paper suggests that Company A should improve the compensation system, perfect the training mechanism, reshape the corporate culture, and unblock the channels of promotion, so as to avoid the problem of serious staff loss in Company A. And the establishment of regulations to improve the capacity of the personnel department of company A and modernization. At the same time, it can provide some ways and means for enterprises with similar experience.
【學(xué)位授予單位】：內(nèi)蒙古大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F324

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本文編號(hào)：1970324