腾龙公司员工流失原因及对策研究

工商管理论文编号:GS172  论文字数:26149,页数:39 附任务书,开题报告,文献综述

 目    录
1  绪论………………………………………………………………………………….…...1
 1.1  研究背景与意义………………………………………………………………….1
 1.2  研究方法与内容体系…………………………………………………………….2
2  员工流失及相关理论综述…………………………………………………...……..…..4
 2.1  员工流动和员工流失………………………………………………………….....4
 2.2  员工流失率的概念和计算……………………………………………………….6
 2.3  员工流失模型………………………………………………………………….....7
 2.4  员工流失相关理论………………………………………………………....…...11
 2.5  员工流动相关政策、法规……………………………………………………...14
3  腾龙公司人力资源管理现状…………………………………………………………..16
 3.1  腾龙公司基本概况……………………………………………………...….…...16
 3.2  腾龙公司人力资源构成………………………………………………………...17
 3.3  腾龙公司员工流失情况………………………………………………………...19
 3.4  流失员工的工作去向…………………………………………………………...23
4  腾龙公司员工流失问题原因分析………………………………………………....….24
 4.1  社会环境分析…………………………………………………………………...24
 4.2  企业原因分析…………………………………………………………………...25
 4.3  员工自身原因分析……………………………………………………………...28
5  腾龙公司解决员工流失问题的对策……………………………………………….….30
 5.1  完善人员开发利用机制…………………………………………………….…..30
 5.2  强化激励效应…………………………………………………………………...32
 5.3  健全员工管理制度……………………………………………………………...34
 5.4  增强企业文化建设……………………………………………………………...35
结束语……………………………………………………………………………………....37
参考文献……………………………………………………………………………….…...38
致谢………………………………………………………………………………………....39

摘    要
 在人才竞争日益激烈的今天，人力资源已成为企业越来越重要的资源，然而，员工的流失问题却成为企业面临的一大难题。如何吸引和保留优秀员工成为现代企业迫切需要解决的问题。
 本文运用人力资源管理的相关理论知识对腾龙棉业纺织股份有限公司员工流失现象做出原因分析，发现员工流失的主要原因是企业内部的薪酬管理和绩效考核制度的不完善、工作环境不良、员工管理制度有待改善以及家族式的用人制度不能满足员工个人发展的需求等。针对这些原因，提出解决员工流失问题的对策，重点包括完善人员开发利用机制；强化激励效应，如薪酬、绩效考核制度的改进；健全员工管理制度；增强企业文化建设。总之，要通过积极地调整并建设有针对性的人力资源管理体系，从而吸引和保留优秀员工。
 
 关键词：员工流失；民营企业；人力资源
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