騰龍公司員工流失原因及對策研究

工商管理論文編號:GS172  論文字數:26149,頁數:39 附任務書,開題報告,文獻綜述

 目    錄
1  緒論………………………………………………………………………………….…...1
 1.1  研究背景與意義………………………………………………………………….1
 1.2  研究方法與內容體系…………………………………………………………….2
2  員工流失及相關理論綜述…………………………………………………...……..…..4
 2.1  員工流動和員工流失………………………………………………………….....4
 2.2  員工流失率的概念和計算……………………………………………………….6
 2.3  員工流失模型………………………………………………………………….....7
 2.4  員工流失相關理論………………………………………………………....…...11
 2.5  員工流動相關政策、法規……………………………………………………...14
3  騰龍公司人力資源管理現狀…………………………………………………………..16
 3.1  騰龍公司基本概況……………………………………………………...….…...16
 3.2  騰龍公司人力資源構成………………………………………………………...17
 3.3  騰龍公司員工流失情況………………………………………………………...19
 3.4  流失員工的工作去向…………………………………………………………...23
4  騰龍公司員工流失問題原因分析………………………………………………....….24
 4.1  社會環境分析…………………………………………………………………...24
 4.2  企業原因分析…………………………………………………………………...25
 4.3  員工自身原因分析……………………………………………………………...28
5  騰龍公司解決員工流失問題的對策……………………………………………….….30
 5.1  完善人員開發利用機制…………………………………………………….…..30
 5.2  強化激勵效應…………………………………………………………………...32
 5.3  健全員工管理制度……………………………………………………………...34
 5.4  增強企業文化建設……………………………………………………………...35
結束語……………………………………………………………………………………....37
參考文獻……………………………………………………………………………….…...38
致謝………………………………………………………………………………………....39

摘    要
 在人才競爭日益激烈的今天，人力資源已成為企業越來越重要的資源，然而，員工的流失問題卻成為企業面臨的一大難題。如何吸引和保留優秀員工成為現代企業迫切需要解決的問題。
 本文運用人力資源管理的相關理論知識對騰龍棉業紡織股份有限公司員工流失現象做出原因分析，發現員工流失的主要原因是企業內部的薪酬管理和績效考核制度的不完善、工作環境不良、員工管理制度有待改善以及家族式的用人制度不能滿足員工個人發展的需求等。針對這些原因，提出解決員工流失問題的對策，重點包括完善人員開發利用機制；強化激勵效應，如薪酬、績效考核制度的改進；健全員工管理制度；增強企業文化建設�？傊�，要通過積極地調整并建設有針對性的人力資源管理體系，從而吸引和保留優秀員工。
 
 關鍵詞：員工流失；民營企業；人力資源
Abstract
 Today, the competition for talented personnel is increasingly fierce, and the human resource has increasingly become important resource. At the same time, employee turnover problem has become a major challenge that the companies is facing. How to attract and retain excellent employees becomes a problem that modern enterprises need to solve urgently.
 The theory related human resources management used to analysis the reasons of employee turnover about TengLong company. And we find the main reasons are: pay management and performance appraisal system are imperfect; bad work environment; staff management system need to be improved; family-employment system can’t meet employees’ needs of individual development and so on. For these reasons, we propose some measures to solve the problem of turnover. The countermeasures include improving staff development and utilization system; strengthening the encouragement effect, such as improving pay management and performance appraisal system; improving staff management system; enhancing enterprise culture. In a word, we should actively adjust and build the targeted human resources management system in order to attract and retain excellent staff. 
 
Keywords: Employee Turnover; Private Enterprise; Human Resources