YD園林景觀公司核心員工群體流失原因及對(duì)策研究
發(fā)布時(shí)間：2018-08-11 18:09
【摘要】：核心員工群體是對(duì)企業(yè)經(jīng)營(yíng)管理產(chǎn)生重大影響,掌控核心技術(shù)、知識(shí)和管理經(jīng)驗(yàn),具備稀缺性及不可替代性的員工。核心員工的知識(shí)儲(chǔ)備、技能水平、管理能力與創(chuàng)新意識(shí)成為企業(yè)健康持續(xù)發(fā)展的要素。核心員工流失將給企業(yè)帶來(lái)較大損失,影響企業(yè)的正常運(yùn)營(yíng)、增加企業(yè)隱形成本,甚至帶走企業(yè)的商業(yè)機(jī)密、技術(shù)成果等。伴隨園林景觀行業(yè)的快速發(fā)展,云南園林景觀企業(yè)之間形成激烈競(jìng)爭(zhēng)態(tài)勢(shì)。園林景觀企業(yè)是以景觀設(shè)計(jì)項(xiàng)目為主導(dǎo)的知識(shí)密集型企業(yè),由專業(yè)知識(shí)全面、設(shè)計(jì)理念新穎、實(shí)踐經(jīng)驗(yàn)豐富的設(shè)計(jì)人員組成的核心員工團(tuán)隊(duì)項(xiàng)目組,完成企業(yè)景觀項(xiàng)目設(shè)計(jì)合同、創(chuàng)造利潤(rùn)及企業(yè)競(jìng)爭(zhēng)力。正因如此,各園林景觀企業(yè)之間對(duì)核心員工的爭(zhēng)奪戰(zhàn)日趨升級(jí),核心員工時(shí)時(shí)成為競(jìng)爭(zhēng)對(duì)手覬覦的對(duì)象,流失情況不停加劇。怎么有效管理園林景觀企業(yè)核心員工群體,找尋其流失的緣由并有針對(duì)性的提出對(duì)策建議及具體措施,成為亟待解決的重要問(wèn)題。YD園林景觀公司是云南省知名園林景觀企業(yè),但近幾年核心員工流失現(xiàn)象嚴(yán)重,甚至發(fā)生核心員工團(tuán)隊(duì)群體離職現(xiàn)象,在一定程度上阻礙了公司的發(fā)展壯大。本文在分析研究國(guó)內(nèi)外員工流失相關(guān)理論的基礎(chǔ)上,從企業(yè)及人力資源管理的視角出發(fā),采用理論研究與實(shí)證分析相結(jié)合的方法,運(yùn)用提出問(wèn)題—分析問(wèn)題—解決問(wèn)題的思路,對(duì)YD公司核心員工群體流失的原因及對(duì)策進(jìn)行研究。在對(duì)YD公司所處的行業(yè)發(fā)展環(huán)境、人力資源管理現(xiàn)狀和核心員工群體流失近況進(jìn)行深入分析后,選用深度訪談和問(wèn)卷調(diào)查的方法,提取核心員工流失原因的有關(guān)訊息,并與一般員工流失原因進(jìn)行比對(duì)剖析,分別從社會(huì)層面、企業(yè)層面、核心員工自身三個(gè)維度總結(jié)論述了YD公司核心員工群體流失的原因。原因分析完成后,針對(duì)原因構(gòu)建出解決YD公司核心員工流失問(wèn)題的模型,首先在企業(yè)管理結(jié)構(gòu)不變的情況下提出企業(yè)管理改善及人力資源管理改進(jìn)兩大方面的策略及具體措施;其次,正視核心員工群體流失的必然性,在企業(yè)管理模式改革創(chuàng)新及與核心員工構(gòu)建戰(zhàn)略聯(lián)盟體理念的指引下,提出了企業(yè)與核心員工共同發(fā)展的變革策略,與企業(yè)的核心員工開(kāi)展多種合作渠道,即核心員工內(nèi)部創(chuàng)業(yè)與外部創(chuàng)業(yè)支持的戰(zhàn)略同盟體構(gòu)建方案。本文研究力圖為YD園林景觀公司的企業(yè)管理及人力資源管理提供支持,同時(shí),YD公司的核心員工群體流失現(xiàn)象在行業(yè)中具有一定的典型代表性,通過(guò)對(duì)本文研究結(jié)論及經(jīng)驗(yàn)的總結(jié),以期為存在類似問(wèn)題的相關(guān)企業(yè)提供有益的借鑒和參考。
[Abstract]:The core staff group is the employee who has a great influence on the management of the enterprise, controls the core technology, knowledge and management experience, and is rare and irreplaceable. The knowledge reserve, skill level, management ability and innovation consciousness of the core staff become the elements of the healthy and sustainable development of the enterprise. The loss of core staff will bring great losses to the enterprise, affect the normal operation of the enterprise, increase the invisible cost of the enterprise, and even take away the business secrets and technical achievements of the enterprise. With the rapid development of landscape industry, Yunnan landscape enterprises form a fierce competition situation. Landscape enterprise is a knowledge-intensive enterprise dominated by landscape design project, which is composed of professional knowledge, novel design idea and experienced designers. Complete corporate landscape project design contract, create profits and enterprise competitiveness. Because of this, the competition for core staff among the landscape enterprises is escalating day by day, and core staff are always coveted by competitors. How to effectively manage the core staff group of landscape enterprises, find out the cause of its loss and put forward countermeasures and specific measures, become an important problem to be solved. YD landscape company is a well-known landscape enterprises in Yunnan Province. However, in recent years, the loss of core staff is serious, even the core staff group turnover phenomenon, which to some extent hinders the development and growth of the company. On the basis of analyzing and studying the relevant theories of employee turnover at home and abroad, this paper, from the perspective of enterprise and human resource management, adopts the method of combining theoretical research with empirical analysis, and applies the idea of putting forward problem-analyzing problem-solving problem. To YD company core staff group drain reason and countermeasure carries on the research. After deeply analyzing the development environment of YD company, the current situation of human resource management and the recent situation of core staff group loss, we select the methods of in-depth interview and questionnaire survey to extract the relevant information of the reasons for the loss of core staff. And compared with the general reasons of staff turnover, respectively from the social level, the enterprise level, the core staff themselves from the three dimensions summarized and discussed YD company core staff group loss reasons. After the reason analysis is completed, the model to solve the problem of YD company's core staff turnover is constructed. Firstly, the strategy and concrete measures of enterprise management improvement and human resource management improvement are put forward under the condition that the enterprise management structure remains unchanged. Secondly, facing up to the inevitability of the loss of core staff, under the guidance of the innovation of enterprise management mode and the idea of constructing strategic alliance with core staff, this paper puts forward the reform strategy for the common development of enterprise and core staff. There are many kinds of cooperation channels with the core staff of the enterprise, that is, the strategic alliance construction scheme of the core staff's internal entrepreneurship and external entrepreneurial support. This paper tries to provide support for the enterprise management and human resource management of YD Landscape Company. At the same time, the core staff group loss phenomenon of YD Company has a certain representative in the industry. By summing up the conclusions and experiences of this paper, we hope to provide useful reference for related enterprises with similar problems.
【學(xué)位授予單位】：云南財(cái)經(jīng)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;F426.92
[Abstract]:The core staff group is the employee who has a great influence on the management of the enterprise, controls the core technology, knowledge and management experience, and is rare and irreplaceable. The knowledge reserve, skill level, management ability and innovation consciousness of the core staff become the elements of the healthy and sustainable development of the enterprise. The loss of core staff will bring great losses to the enterprise, affect the normal operation of the enterprise, increase the invisible cost of the enterprise, and even take away the business secrets and technical achievements of the enterprise. With the rapid development of landscape industry, Yunnan landscape enterprises form a fierce competition situation. Landscape enterprise is a knowledge-intensive enterprise dominated by landscape design project, which is composed of professional knowledge, novel design idea and experienced designers. Complete corporate landscape project design contract, create profits and enterprise competitiveness. Because of this, the competition for core staff among the landscape enterprises is escalating day by day, and core staff are always coveted by competitors. How to effectively manage the core staff group of landscape enterprises, find out the cause of its loss and put forward countermeasures and specific measures, become an important problem to be solved. YD landscape company is a well-known landscape enterprises in Yunnan Province. However, in recent years, the loss of core staff is serious, even the core staff group turnover phenomenon, which to some extent hinders the development and growth of the company. On the basis of analyzing and studying the relevant theories of employee turnover at home and abroad, this paper, from the perspective of enterprise and human resource management, adopts the method of combining theoretical research with empirical analysis, and applies the idea of putting forward problem-analyzing problem-solving problem. To YD company core staff group drain reason and countermeasure carries on the research. After deeply analyzing the development environment of YD company, the current situation of human resource management and the recent situation of core staff group loss, we select the methods of in-depth interview and questionnaire survey to extract the relevant information of the reasons for the loss of core staff. And compared with the general reasons of staff turnover, respectively from the social level, the enterprise level, the core staff themselves from the three dimensions summarized and discussed YD company core staff group loss reasons. After the reason analysis is completed, the model to solve the problem of YD company's core staff turnover is constructed. Firstly, the strategy and concrete measures of enterprise management improvement and human resource management improvement are put forward under the condition that the enterprise management structure remains unchanged. Secondly, facing up to the inevitability of the loss of core staff, under the guidance of the innovation of enterprise management mode and the idea of constructing strategic alliance with core staff, this paper puts forward the reform strategy for the common development of enterprise and core staff. There are many kinds of cooperation channels with the core staff of the enterprise, that is, the strategic alliance construction scheme of the core staff's internal entrepreneurship and external entrepreneurial support. This paper tries to provide support for the enterprise management and human resource management of YD Landscape Company. At the same time, the core staff group loss phenomenon of YD Company has a certain representative in the industry. By summing up the conclusions and experiences of this paper, we hope to provide useful reference for related enterprises with similar problems.
【學(xué)位授予單位】：云南財(cái)經(jīng)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;F426.92
【共引文獻(xiàn)】
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8 楊，
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