本文關(guān)鍵詞：新泰電梯公司人員流失對(duì)策研究　出處：《大連理工大學(xué)》2015年碩士論文　論文類(lèi)型：學(xué)位論文

  更多相關(guān)文章： 人才流失 人力資源管理 激勵(lì)機(jī)制

【摘要】：隨著經(jīng)濟(jì)的飛速發(fā)展,各大企業(yè)對(duì)人才的需求變得日益激烈起來(lái)。人才是企業(yè)發(fā)展的核心競(jìng)爭(zhēng)力,是促進(jìn)企業(yè)長(zhǎng)期發(fā)展的動(dòng)力和源泉。然而,新泰電梯公司存在人才流失的嚴(yán)重問(wèn)題,導(dǎo)致公司市場(chǎng)競(jìng)爭(zhēng)力下降,影響了企業(yè)的正常運(yùn)營(yíng)。因此,研究新泰電梯公司人員流失問(wèn)題,對(duì)于增強(qiáng)企業(yè)競(jìng)爭(zhēng)力、提高企業(yè)凝聚力、推動(dòng)企業(yè)持續(xù)發(fā)展等方面具有重大的現(xiàn)實(shí)意義。本文結(jié)合新泰電梯公司的實(shí)際情況,分析了新泰電梯公司人才流失的現(xiàn)狀和原因,并重點(diǎn)提出了應(yīng)對(duì)新泰電梯公司人員流失的對(duì)策。第一,介紹了人才流失的相關(guān)概念及相關(guān)理論基礎(chǔ),主要包括人力資源管理理論、心理契約理論、工作滿意度理論和組織行為學(xué)理論。第二,與新泰電梯公司的實(shí)際情況相結(jié)合,從員工隊(duì)伍規(guī)模、員工年齡結(jié)構(gòu)和員工學(xué)歷結(jié)構(gòu)三個(gè)方面闡述了新泰電梯公司的發(fā)展?fàn)顩r。并從人員流失的規(guī)模、人員流失的結(jié)構(gòu)和人員流失的負(fù)面影響三個(gè)方面深入分析了新泰電梯公司人員流失狀況。第三,與新泰電梯公司的實(shí)際情況相結(jié)合,采用問(wèn)卷調(diào)查的方法,從社會(huì)環(huán)境因素、公司自身因素和員工個(gè)人因素三個(gè)層面深入分析了新泰電梯公司人員流失的原因。第四,與新泰電梯公司的實(shí)際情況相結(jié)合,從企業(yè)文化建設(shè)、完善員工管理機(jī)制和健全激勵(lì)機(jī)制等方面提出了應(yīng)對(duì)新泰電梯公司人員流失的對(duì)策。
[Abstract]:With the rapid development of economy, the demand for talent has become increasingly fierce. Talent is the core competitiveness of enterprise development, is to promote the power source and the long-term development of the enterprise. However, there is a serious problem of brain drain in Xintai elevator company, resulting in a decline in the market competitiveness of the company, affecting the normal operation of the enterprise. Therefore, the problem study on the loss of Xintai elevator company personnel, to enhance the competitiveness of enterprises, improve the cohesion of the enterprise, is of great practical significance to promote the sustainable development of enterprises. This paper combined with the actual situation of Xintai elevator company, analyses the present situation and causes of talent loss in Xintai elevator company, and puts forward the Countermeasures of Xintai elevator company staff turnover. The first and introduces the basic concepts of brain drain and related theories, including the theory of human resource management, psychological contract theory, work Satisfaction theory and organizational behavior theory. In second, with the actual situation of Xintai elevator company combined with staff from three aspects of employee size, age structure and educational structure of employees expounds the development situation of Xintai elevator company. And from the loss of scale, the three aspects of negative impact structure and loss of personnel loss of personnel the in-depth analysis of the status of erosion in Xintai elevator company personnel. In third, with the actual situation of Xintai elevator company combined with the method of questionnaire survey, from the social environment factors, the company's own factor and individual factor three aspects of in-depth analysis of the causes of Xintai elevator company staff turnover. Fourth, with the actual situation of Xintai elevator company the combination of the enterprise culture construction, and puts forward some countermeasures to deal with the Xintai elevator company loss of personnel, improve staff management mechanism and incentive mechanism.

【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(lèi)號(hào)】：F272.92;F426.4

【參考文獻(xiàn)】

相關(guān)期刊論文 前1條

1 吳海燕,魯耀斌,文家新;信息技術(shù)企業(yè)員工流失模型實(shí)證研究[J];經(jīng)濟(jì)與管理;2005年03期

，

本文編號(hào)：1419284