本文主要通过对 F 公司员工离职因素的调查分析，运用现代人力资源管理的理
论和专业知识，深入挖掘 F 公司在人力资源管理方面存在的主要不足和问题，从而
提出有针对性的具体改进对策和建议，以降低员工离职率，促进企业可持续发展
论文共为六章。第一章阐述了研究的背景和意义以及研究方法和论文的框架
第二章介绍了离职的相关理论，为后续的调查分析做准备。第三章着重分析了 F 公
司的现况，包括公司背景、人力资源配置和离职现状。第四章着重对 F 公司员工离
职的人力资源管理因素进行系统分析，分别从人力资源规划与配置、培训管理、人
员激励、员工关系和企业文化等方面，具体分析 F 公司员工离职问题的主要原因
第五章，提出了解决 F 公司员工离职率过高问题的系统对策建议，包括：优化人力
资源规划与配置、加强员工培训和沟通、构建有效激励制度、重塑企业文化等。第
六章是对本文研究内容的总结以及对未来研究的展望
关键词：员工离职、人力资源管理、激励制度
作 者：蒋飞杰
指导老师：姚海明II
Abstract
Turnover in nature can be divided into voluntary employee turnover and non-
voluntary turnover. Voluntary turnover includes employee resignation and retirement；
non-voluntary turnover includes corporate layoffs and collective layoffs. Hereby in this
article, the main topic will be the relevant content on the resignation of employees. Since
this is the real concern of the enterprise, the other three cases including retirement,
dismissal and collective layoffs, can be eliminated technically by the enterprise personnel
demand forecasting. Excessive active turnover rate will affect the management costs and
profits of the enterprise, which is considered as the increase of the enterprise profit.
Enterprise can get benefit from normal resign rate, but if the turnover is more than the
normal range, or there is a resignation of key management person or key professional
technical person, enterprise will face serious loss. The human resource management need
to go through the deep research of resign in order to find out the management issue and
analyze it. At present, many foreign enterprises which located in China have relatively
high resign rate, and many enterprises have the common complaint that the person who
should leave the company but actual they won’t, while the person who enterprise hope that
they can stay but actually they choose to leave, Why enterprise cannot keep the key
person. The human resources department also feel difficult to control and foresee
employee resign trend.
This Article has deeply analyzed and identified the F company human resource
management problems, and meanwhile gives the corresponding countermeasure and
improved proposal. Then find out forward targeted and specific improvement measures
and suggestions to reduce staff turnover rate and promote sustainable development of
enterprises.
This thesis consists of six chapters. The first chapter expounds the research
background and research methods and the framework of this thesis. The second chapter
introduces the related theories on employee turnover. The third chapter focuses on existing
situation of F company, including the company background, human resource management
current situation and employee turnover situation, the fourth chapter is mainly focusing on
identifying & categorizing the main causes on F Company’s employee turnover. The fifth
chapter gives some suggestions and countermeasures aim to improving F CompanyIII
turnover situation, including improve Human resource planning and allocation, employee
training, motivation, communication and company culture. The last chapter gives the
conclusion and future expectation.
Key words: Employee Turnover, Human Resource Management, Incentive Management
Written by: Fei jie Jiang
Supervised by: Hai ming Yao目 录
显示信息，或将命令回显打开或关上
ECHO [ON | OFF]
ECHO [message]
要显示当前回显设置，键入不带参数的 ECHO
第 1 章 绪 论 ··1
1.1 研究背景与意义 ·1
1.2 研究方法与思路 ·2
1.3 研究内容及可能的创新 ·3
第 2 章 文献综述·4
2.1 离职定义及分类 ·4
2.2 国内外研究综述 ·5
2.2.1 国外研究综述 ··5
2.2.2 国内研究综述11
第 3 章 F 公司员工配置及离职状况分析 ·· 15
3.1 F 公司简介15
3.1.1 F 公司的背景介绍15
3.1.2 F 公司的业务范围16
3.2 F 公司员工配置状况分析16
3.3 F 公司员工离职情况分析19
3.3.1 F 公司近几年离职情况分析19
3.3.2 F 公司员工离职主要因素分析22
第 4 章 F 公司员工离职的人力资源管理因素分析 ·· 25
4.1 人力资源规划与配置不合理 ·· 25
4.2 培训管理体系不健全 ·· 26
4.3 员工激励体系不完善 ·· 28
4.4 员工关系融合度低 ·· 29
4.5 企业文化没有吸引力 ·· 30
第 5 章 改善 F 公司员工离职状况的对策建议·· 33
5.1 重视人力资源规划与合理配置 ·· 33
5.1.1 把好员工招聘关335.1.2 加强工作周期各阶段的员工管理33
5.1.3 建立核心员工留任计划体系38
5.1.4 重视员工离职管理工作39
5.2 加强员工培训和职业发展规划管理 ·· 40
5.2.1 完善员工培训体系40
5.2.2 加强员工职业发展规划管理42
5.3 构建有效的员工激励制度体系 ·· 43
5.3.1 完善员工考评体系43
5.3.2 完善多元化激励机制44
5.3.3 完善薪酬制度 ··
。。。以上简介无排版格式，详细内容请下载查看
==>>