本文選題：富士康集團(tuán) + 員工離職��； 參考：《蘭州大學(xué)》2015年碩士論文

【摘要】：經(jīng)過(guò)35年的改革開(kāi)放,中國(guó)經(jīng)濟(jì)實(shí)現(xiàn)高速發(fā)展。當(dāng)前,隨著市場(chǎng)經(jīng)濟(jì)的不斷發(fā)展以及經(jīng)濟(jì)全球化步伐的加快,企業(yè)之間的競(jìng)爭(zhēng)也變得越發(fā)激烈。隨之而來(lái)的人力資源流動(dòng)性的不斷增大,因員工離職給企業(yè)所造成的影響愈發(fā)顯著。在當(dāng)今社會(huì),企業(yè)的人力資源管理已經(jīng)無(wú)可爭(zhēng)議地成為決定企業(yè)能否長(zhǎng)遠(yuǎn)、健康發(fā)展的重要因素之一。通過(guò)有效的人力資源管理,能夠充分發(fā)揮員工的能動(dòng)性和創(chuàng)造性,一方面能夠有效地提升企業(yè)的運(yùn)營(yíng)管理水平,另一方面也使得企業(yè)的人力成本大幅降低。本文以富士康集團(tuán)為研究對(duì)象,首先,基于人力資源及離職研究相關(guān)理論為基礎(chǔ),著眼于企業(yè)實(shí)際,分別從環(huán)境、企業(yè)和員工三個(gè)層面,以富士康集團(tuán)人力資源實(shí)際管理中存在的突出問(wèn)題為著手點(diǎn)收集整理研究相關(guān)資料。其次,以與富士康集團(tuán)員工進(jìn)行面談和填寫(xiě)調(diào)查問(wèn)卷的方式,診斷出員工離職的主要原因；最后,通過(guò)對(duì)眾多的離職原因進(jìn)行分析后,找出集團(tuán)員工離職關(guān)鍵因素,并基于員工離職關(guān)鍵因素有針對(duì)性的從企業(yè)管理角度,對(duì)員工離職進(jìn)行對(duì)策研究；從員工角度來(lái)說(shuō),對(duì)策研究主要是在保障企業(yè)利益的基礎(chǔ)上,最大限度的滿(mǎn)足員工的個(gè)人需求,并針對(duì)不同階段的員工特點(diǎn)分析出各個(gè)階段的人力資源管理控制節(jié)點(diǎn),并使所有控制點(diǎn)形成具有事前、事中、事后全面控制的管理體系,并附加相應(yīng)的保障機(jī)制。本文最終目標(biāo)就是要使人力資源得到最大限度的挖掘,對(duì)各個(gè)階段的員工制定并執(zhí)行相對(duì)應(yīng)的對(duì)策,達(dá)到員工離職最小化。
[Abstract]:After 35 years of reform and opening up, China's economy has achieved rapid development. At present, with the development of market economy and the acceleration of economic globalization, the competition between enterprises becomes more and more fierce. With the increasing mobility of human resources, the impact of employee turnover on enterprises is becoming more and more significant. In today's society, the human resource management of enterprises has become one of the important factors to determine the long-term and healthy development of enterprises. Through effective human resource management, we can give full play to the initiative and creativity of employees. On the one hand, we can effectively improve the level of operation and management of enterprises, on the other hand, we can also reduce the human costs of enterprises. This paper takes Foxconn Group as the research object. First of all, based on the theory of human resources and turnover research, focusing on the actual situation of the enterprise, from the environment, enterprise and employees, respectively, Taking the outstanding problems existing in the actual management of human resources of Foxconn Group as the starting point, collecting and collating the relevant data. Secondly, by interviewing Foxconn employees and filling out questionnaires, we can diagnose the main reasons of staff leaving. Finally, after analyzing many reasons of leaving, we can find out the key factors of staff leaving. Based on the key factors of employee turnover from the perspective of enterprise management, the paper studies the countermeasures of employee turnover; from the perspective of staff, the countermeasure research is mainly based on the protection of the interests of the enterprise. To meet the personal needs of employees to the maximum extent, and analyze the control nodes of human resources management in different stages according to the characteristics of employees in different stages, and make all control points form a management system with comprehensive control before, during and after the event, And attach the corresponding safeguard mechanism. The ultimate goal of this paper is to maximize the human resources mining, to formulate and implement the corresponding countermeasures for the employees in each stage, and to minimize the turnover of employees.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F272.92;F426.6

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本文編號(hào)：2093454