本文關(guān)鍵詞：GPT.cn公司員工流失案例研究　出處：《大連理工大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 人才流失 績(jī)效 薪酬 職業(yè)發(fā)展 企業(yè)文化

【摘要】：近年來(lái)中國(guó)在國(guó)際政治經(jīng)濟(jì)舞臺(tái)上迅速成長(zhǎng)壯大,世界經(jīng)濟(jì)的重心也隨之不斷向亞太地區(qū)轉(zhuǎn)移,這為中國(guó)經(jīng)濟(jì)發(fā)展提供了廣袤的發(fā)展空間,中國(guó)“制造”也開(kāi)始向中國(guó)“智造”不斷轉(zhuǎn)型。伴隨著這些變化越來(lái)越多的知名跨國(guó)公司也被吸引來(lái)華投資,在這樣的時(shí)代背景下,BPO行業(yè)也開(kāi)始在中國(guó)生根發(fā)芽,讓中國(guó)的經(jīng)濟(jì)形勢(shì)轉(zhuǎn)入了新的發(fā)展紀(jì)元。作為一個(gè)正在爬升過(guò)程中的發(fā)展中國(guó)家,中國(guó)必須準(zhǔn)確把握所有能夠促進(jìn)綜合國(guó)力提升的機(jī)會(huì),憑借中國(guó)人力資源成本相對(duì)低廉的優(yōu)勢(shì),再加上國(guó)家出臺(tái)相關(guān)的扶持政策和法律、設(shè)立BPO發(fā)展基地和產(chǎn)業(yè)園區(qū),中國(guó)的BPO行業(yè)已然開(kāi)始取代老牌歐美企業(yè),在世界范圍內(nèi)迅速崛起了。論文主要針對(duì)GPT.cn公司目前存在的員工流失問(wèn)題進(jìn)行深入的研究,希望能夠通過(guò)科學(xué)的分析和診斷為該企業(yè)制定出一套合理有效的員工流失改進(jìn)方案,從而徹底解決企業(yè)的困惑。論文主題按照標(biāo)準(zhǔn)案例論文體例完成撰寫(xiě),主要分為五個(gè)部分,包括：緒論、案例正文、案例分析、對(duì)策與建議和結(jié)論。文章首先從整體進(jìn)行定位,闡述了論文的寫(xiě)作目的和意義、寫(xiě)作思路和方法,確定了論文的主要研究方向和參數(shù)；其次論文對(duì)GPT.cn公司及所在行業(yè)進(jìn)行了介紹,同時(shí)使用了四個(gè)實(shí)際存在于GPT.cn公司的員工流失案例,進(jìn)一步將GPT.cn公司員工流失問(wèn)題進(jìn)行呈現(xiàn)；第三部分是對(duì)以上案例進(jìn)行分析,通過(guò)科學(xué)的運(yùn)用MBA課程中學(xué)習(xí)到的知識(shí)和模型分別對(duì)GPT.cn公司的績(jī)效管理方面、薪酬激勵(lì)方面、職業(yè)生涯發(fā)展方面和企業(yè)文化方面進(jìn)行分析,從而準(zhǔn)確定位造成GPT.cn公司的員工流失的根本癥結(jié)所在,也正是這些問(wèn)題共同作用才導(dǎo)致了當(dāng)前GPT.cn公司員工流失問(wèn)題如此嚴(yán)重；論文第四部分是相應(yīng)的建議與對(duì)策,作者針對(duì)第三章中發(fā)現(xiàn)的問(wèn)題對(duì)癥下藥,從績(jī)效、薪酬、職業(yè)發(fā)展、企業(yè)文化四個(gè)方面入手,建立和完善出一套切實(shí)可行的方案幫助GPT.cn公司徹底解決員工流失問(wèn)題。論文在撰寫(xiě)過(guò)程中查閱了大量的人力資源管理書(shū)籍、文獻(xiàn)資料和電子期刊,同時(shí)作者針對(duì)GPT.cn公司人力資源管理工作進(jìn)行了實(shí)地調(diào)研,獲得了最新的管理數(shù)據(jù)和信息,保證了論文撰寫(xiě)的準(zhǔn)確性和真實(shí)性。同時(shí)論文中提出的建議與對(duì)策不僅適用于GPT.cn公司進(jìn)行員工流失問(wèn)題的解決,同時(shí)也可以為其他同行企業(yè)進(jìn)行人事問(wèn)題解決提供相應(yīng)的幫助和參考。
[Abstract]:In recent years Chinese in the stage of international politics and economy grow rapidly, the focus of the world economy has been transferred to the Asia Pacific region, which provides a vast development space for China economic development, China manufacturing also began to China made continuous transformation. With the well-known multinational companies have also been more and more of these changes to attract foreign investment, in this background, BPO industry also began to take root in the Chinese, let Chinese economy into a new era of development. As a developing country in the process of climbing, China must accurately grasp all can promote the comprehensive national strength promotion opportunities, with relatively low cost of human resources China the advantages, coupled with the introduction of relevant national policies and laws, the establishment of BPO development base and Industrial Park, China BPO industry has begun to replace the old brand in Europe and America Companies in the world. The rapid rise of the study of this paper mainly aimed at the problems existing in GPT.cn company employee turnover, hope that through scientific analysis and diagnosis for the enterprises to develop a reasonable and effective employee turnover improvement scheme, so as to solve the puzzle. The theme of enterprises in accordance with the standard case paper style complete writing, including mainly divided into five parts: introduction analysis, case, case, countermeasures and suggestions and conclusions. The article first carry on the localization from the whole expounds the purpose and significance of writing paper, writing ideas and methods, the main research direction and parameters were determined; secondly the paper introduces GPT.cn company and the industry, while the use of the case of loss of four actually exist in GPT.cn company, will further loss of GPT.cn staff to carry out the present article; The three part is the case analysis, through the use of scientific MBA courses to learn the knowledge and models of performance management of GPT.cn company, salary incentive, occupation career development and enterprise culture is analyzed, thus resulting in accurate positioning of GPT.cn's fundamental crux of employee turnover, it is also common the problems that led to the current GPT.cn company employee turnover is such a serious problem; the fourth part is the corresponding suggestions and countermeasures, the author found that the third chapter of the problems from the performance, an antidote against the disease, compensation, occupation development, four aspects of the enterprise culture, establish and perfect a set of feasible solutions to help GPT.cn company completely solve the problem of the employee turnover. The access to a large number of human resources management in the process of writing books, documents and electronic journals, the author According to the human resource management of GPT.cn company conducted field research, obtained the latest data and information management, to ensure the accuracy and authenticity of the writing paper. Suggestions and Countermeasures at the same time not only can solve the problem of employee turnover in GPT.cn company, but also can provide reference and help to solve the problem of personnel for other peer companies.

【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92

【參考文獻(xiàn)】

相關(guān)期刊論文 前2條

1 楊忠;張驍;;企業(yè)國(guó)際化程度與績(jī)效關(guān)系研究[J];經(jīng)濟(jì)研究;2009年02期

2 張勉,張德;國(guó)外雇員主動(dòng)離職模型研究新進(jìn)展[J];外國(guó)經(jīng)濟(jì)與管理;2003年09期

，

本文編號(hào)：1387234