【摘要】：現(xiàn)代社會(huì)知識(shí)經(jīng)濟(jì)快速發(fā)展,IT行業(yè)的迅猛發(fā)展導(dǎo)致人力資源市場(chǎng)競(jìng)爭(zhēng)激烈,人員流動(dòng)頻繁。尤其是知識(shí)型員工,他們作為企業(yè)核心競(jìng)爭(zhēng)力的承載者和資源,如果離開會(huì)給技術(shù)密集型的IT咨詢企業(yè)造成巨大的損失。作為IT咨詢行業(yè)中的一員,A公司也深刻意識(shí)到這一問題并期望能夠摸索出有效地降低離職率方法。本文首先研究了學(xué)術(shù)界離職因素分析的相關(guān)理論,然后結(jié)合A公司的實(shí)際情況和歷年的員工離職數(shù)據(jù),分別從個(gè)體因素,組織因素、環(huán)境因素三個(gè)方面進(jìn)行對(duì)比分析,發(fā)現(xiàn)相關(guān)理論和實(shí)際情況基本吻合,除了離職高發(fā)期的年齡階段與理論不符,這也只是由于行業(yè)的特性造成的。研究顯示,組織因素是影響員工離職的最大原因,百分之八十左右的員工離職都是由于對(duì)職業(yè)發(fā)展或者薪酬福利不滿意;個(gè)人家庭的因素對(duì)于員工離職的影響也越來越大;環(huán)境因素的影響間接卻又十分密切。最后,根據(jù)公司的數(shù)據(jù)分析情況從建立合理的選聘機(jī)制,調(diào)整薪酬福利政策,深化企業(yè)文化建設(shè),完善員工離職流程,優(yōu)化數(shù)據(jù)管理系統(tǒng)這5個(gè)方面提出了一些可操作性的對(duì)策。
[Abstract]:With the rapid development of knowledge economy in modern society and the rapid development of IT industry, the competition in human resources market is fierce and the movement of personnel is frequent. In particular, knowledge workers, as the bearers and resources of the core competitiveness of enterprises, if they leave will cause huge losses to technology-intensive IT consulting enterprises. As a member of the IT consulting industry, Company A is also acutely aware of the problem and expects to find ways to effectively reduce turnover. This paper first studies the relevant theories of turnover factor analysis in academic circles, and then combines the actual situation of A company and the turnover data of employees over the years, and makes a comparative analysis from three aspects: individual factors, organizational factors and environmental factors. It is found that the relevant theories are basically consistent with the actual situation, except that the age stage of the high turnover period is not consistent with the theory, which is only caused by the characteristics of the industry. The study shows that organizational factors are the biggest reason for employee turnover, about 80% of employee turnover is due to dissatisfaction with career development or salary and benefits, personal family factors have a greater and greater impact on employee turnover, and environmental factors have an indirect but very close impact on employee turnover. Finally, according to the data analysis of the company, this paper puts forward some operable countermeasures from five aspects: establishing a reasonable selection and employment mechanism, adjusting the salary and welfare policy, deepening the construction of enterprise culture, perfecting the turnover process of employees, and optimizing the data management system.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：F272.92;F425

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本文編號(hào)：2503978