企业人员构成以及人员流失现状分析(12800字)
摘 要
员工是企业生存和发展的支柱，是企业最宝贵的战略性资产，员工的素质是决定企业未来的主要因素，建立一支稳定而又高素质的员工队伍是企业在未来的激烈竞争中赢得长足发展的重要保障。然而，长期以来，大多数企业在引进员工时都会陷入了“招聘—流失—再招聘—再流失”的怪圈，员工队伍一直不稳定，员工整体素质一直得不到提升。人员流失是每个企业普遍存在的现象，也是令大多数企业感到头痛的地方。因此，降低员工流失一直是企业急需解决的难题。
本文以天津宝迪的员工为样本，在阅读和借鉴员工流失研究文献综述的基础上，结合企业和员工个案访谈，总结出相关问题，然后带着问题进行探索研究，选择和提取可能影响员工离职倾向的各种因素，探寻员工频繁离职，不能在企业稳定发展的原因，并针对企业提出应对策略。
关键词 员工流失 流失成本 招聘
Abstract
Employees are the backbone of enterprise survival and development, is the most valuable strategic assets, staff quality is the main factor deciding the future of the establishment of a stable and high-quality staff is intense competition in the future companies win substantial an important guarantee for the development. However, a long time, Most enterprises in the introduction of its employees would fall into the "Job - loss - to recruit - then drain" of cycle, staff has been unstable and the overall quality of staff not has been improved. Wastage is a common phenomenon in every business, but also for the place where most businesses headache. Therefore, reducing staff turnover has been the need to solve business problems.
In this paper, containing a sample of staff Tianjin BaoDi, staff turnover in the study of reading and reference literature review based on the combination of enterprises and employees case interview, summed up the relevant issues, and then with the issue of exploration and research, selection and extraction that may affect employees turnover of various factors, on the basis production of a questionnaire survey, in-depth company within the Loss of staff to carry out a survey combining the investigation of the result analysis, workers frequently left to explore, not in the enterprise stability and development of the problems, and coping strategies for the venture. According to the survey results, this paper in order to reduce employee turnover in case the company, BaoDi should be created characteristics suited to their own culture; a multi-level, multi-channel incentives; conscientiously pay attention to and intensify staff training; attention and design their career management; on the implementation of re-design of the work itself, and establishing BaoDi own early-warning management system and follow-up of supporting design. Moreover, in addition to the problem of the enterprise has great practical significance, the results of its research enterprise also has a similar reference and promotional value.
Key words turnover Loss Cost Career Management Alert Management
目 录
摘 要 1
Abstract 1
一、绪论 1
（一）研究背景 1
（二）研究目的及意义 1
（三）员工流失相关知识介绍 1
二、天津宝迪人员流失现状 4
（一）企业概况 4
（二）企业人员构成以及人员流失现状 4
三、人员流失的原因分析 7
（一）企业内部管理因素 7
（二）员工个人因素 8
（三）社会环境方面 9
四、防止员工流失的对策 11
（一）重视招聘环节 11
（二）多层次、多渠道的激励措施 11
（三）重视并设计员工的职业生涯管理 13
（四）构建企业与员工之间良好的心理契约 13
（五）加强员工的心理辅导 14
结 论 15
致 谢 16
参考文献 17 |
