本文選題：湖南時運電腦公司　切入點：員工忠誠度　出處：《湖南大學(xué)》2012年碩士論文

【摘要】：隨著經(jīng)濟(jì)全球化迅速推進(jìn),企業(yè)競爭環(huán)境發(fā)生了巨大改變。自我國加入WTO以來,電子信息企業(yè)獲得了許多難得的發(fā)展機遇,但與此同時,信息技術(shù)的迅速發(fā)展和產(chǎn)品更新?lián)Q代的速度的加快也對電子信息企業(yè)提出了更高的要求,人力資源管理面臨著新的挑戰(zhàn)——不再只是企業(yè)選擇員工,而是雇主與員工的雙向選擇。在知識經(jīng)濟(jì)時代,企業(yè)之間的競爭就是人才競爭,沒有一支穩(wěn)定的員工隊伍,企業(yè)的生存、發(fā)展、鞏固是一句空話。在操作層面,一些企業(yè)逐漸把員工的滿意度等同于員工的忠誠度,認(rèn)為提升滿意度便可以達(dá)到提升忠誠度的目的,結(jié)果耗費精力而沒有起到應(yīng)有的效果。 湖南時運電腦公司作為一家IT公司在近幾年取得了迅猛發(fā)展。但是,大量的招人、大量的流失率也讓公司招聘疲于應(yīng)付。本文分析了公司的員工忠誠度現(xiàn)狀,認(rèn)為人事任免上的家長制、內(nèi)部缺乏交流都成為忠誠度低、員工流失的隱患。公司存在員工忠誠度普遍偏低,技術(shù)員工離職率呈上升趨勢、員工主動辭職比例大、核心技術(shù)骨干忠誠度低于普通技術(shù)人員、員工長期服務(wù)意識淡薄等問題。 從員工忠誠度的外部因素、內(nèi)部因素、員工個人因素、企業(yè)道德因素和企業(yè)組織因素五個方面對湖南時運電腦公司的員工忠誠度的影響因素進(jìn)行了分析。針對問卷調(diào)查的結(jié)果分析了解湖南時運電腦公司員工忠誠度現(xiàn)狀與管理者預(yù)期的關(guān)系,并找出公司在員工忠誠度管理上的經(jīng)驗和不足,提出了湖南時運電腦公司在改進(jìn)企業(yè)文化、完善招聘制度、構(gòu)建有競爭力的薪酬體系、重視員工職業(yè)生涯管理等提升員工忠誠度的策略,力爭為湖南時運電腦公司提升員工忠誠度提供有益的參考。
[Abstract]:With the rapid development of economic globalization, the competitive environment of enterprises has changed greatly. Since China's entry into WTO, electronic information enterprises have obtained many rare opportunities for development, but at the same time, The rapid development of information technology and the speed of product upgrading also put forward higher requirements for electronic information enterprises. Human resource management is facing new challenges-it is no longer just the choice of employees. In the era of knowledge economy, the competition between enterprises is the competition of talents, without a stable workforce, the survival, development and consolidation of enterprises are empty words. Some enterprises gradually equate employee satisfaction with employee loyalty. Hunan Shiyun computer Company, as an IT company, has made rapid development in recent years. However, a large number of recruiters and a large number of wastage rates also make the recruitment of the company tired of coping. This paper analyzes the current situation of employee loyalty in the company. It is considered that the paternity system of personnel appointment and removal and the lack of internal communication have become the hidden danger of low loyalty and staff turnover. There is a general low employee loyalty in the company, the turnover rate of technical staff is on the rise, and the proportion of employees quitting voluntarily is large. Core technical backbone loyalty is lower than ordinary technical personnel, staff long-term service awareness and other issues. From the external factors of employee loyalty, internal factors, employee personal factors, This paper analyzes the influencing factors of employee loyalty in Hunan Shiyun computer Company from five aspects of enterprise moral factors and enterprise organization factors. Based on the results of questionnaire survey, we analyze and understand the employee loyalty of Hunan time Transportation computer Company. The relationship between the character and the manager's expectation, And find out the company's experience and shortcomings in the management of employee loyalty, and put forward that Hunan Shiyun computer Company in improving the corporate culture, improve recruitment system, build a competitive compensation system, Pay attention to employee career management and other strategies to enhance employee loyalty, and strive to provide a useful reference for Hunan Shiyun computer Company to promote employee loyalty.
【學(xué)位授予單位】：湖南大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：F426.671;F272.92

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