经济多元化发展催生出教育产业呈现出一种特殊的经济形式，并且不断的发展 壮大，随着国家在政策方面对教育经济明确的定位，教育经济作为合法化的经济形 态有了长足发展的法律基础和地位，新《民办教育促进法》的颁布大大促进了以 K12 课外辅导机构为代表的培训机构的快速发展，但是培训机构尤其是想要规模化、连 锁化发展的培训机构企业，承担企业生存和发展核心任务的知识型员工的异常流失 一直以来是痛点。 在此背景下，本文首先对知识型员工和员工流失的概念进行界定，明确本文研 究的知识型员工主要指教学类和相关专业技术人员另外是公司具有一定学历的在 编在岗的行政管理和市场运营类员工，公司后勤保障人员和兼职类员工不在本文研 究范围之内。根据员工流失概念的相关理论，本文研究的员工流失主要是界定为员 工因为自身或者单位原因而主动选择离开公司的行为。 本文在研究上确立了提出问题、分析问题和解决问题的思路，首先对相关理论 研究进行了综述，分析了国外和国内对相关问题的研究成果，以及相关理论对文本 研究的指导意义，其次本文全面剖析了安徽 YB 公司的公司结构，以及各部门的职 责和分工，对员工队伍情况进行分类分析，在此基础上对公司知识型员工的流失进 行了系统的梳理和分析，在对公司的影响上全面分析了有利和不利的影响，重点阐 述了对公司整体凝聚力、战斗力、教学服务、核心竞争力方面带来的不利影响。 对于 YB 公司知识型员工流动的原因分析。在调查问卷、员工访谈、查阅资料 的基础上分别从社会因素、单位管理因素和个体因素三个层面进行了全面的梳理、 分析和总结，并且针对这些问题分别从公司的人力资源管理理念、公司的人力资源 管理体系建设、公司的工作环境和氛围的创设、公司企业文化的层面提出有针对性 的意见和建议。 关键词：教育培训机构；知识型员工；员工流失I ABSTRACT The diversified development of the economy has given birth to a special economic form of the education industry, which has been constantly developing and expanding. With the clear orientation of the national policy towards the education economy, the education economy as a legitimized economic form has a considerable legal basis and status for development. The new Law on Promoting Private Education was promulgated. It has greatly stimulated the rapid economic development of training institutions represented by K12 extracurricular counseling institutions. However, the abnormal flow of knowledge-based employees, who undertake the core task of enterprise survival and development, has always been a pain point for training institutions, especially for training institutions which want to develop in a large-scale and chain-like way. In this context, this paper first defines the concept of knowledge-based staff and staff mobility, and makes it clear that the knowledge-based staff studied in this paper mainly refers to teaching and related professional and technical personnel, as well as the company has a certain degree of on-the-job administrative management and marketing operations staff, logistics support staff and part-time staff. The work is not within the scope of this article. According to the related theories of employee mobility, the employee mobility studied in this paper is mainly defined as the voluntary turnover of employees, that is, the behavior of employees who voluntarily choose to leave the company because of their own or unit reasons. This paper establishes the thinking of raising, analyzing and solving problems in the research. Firstly, it summarizes the relevant theoretical research, analyzes the research results of foreign and domestic related problems, and the guiding significance of relevant theories to the text research. Secondly, it analyzes the company structure of Anhui YB Company in an all-round way. The responsibilities and division of labor of each department are analyzed and classified. On this basis, the loss of knowledge workers in the company is systematically sorted out and analyzed. The adverse effects of competitiveness. The reasons for knowledge worker turnover in YB company are analyzed. On the basis of questionnaires, employee interviews and data access, this paper makes a comprehensive analysis and summary from three aspects: social factors, unit management factors and individual factors, and aims at these problems from theII company's human resources management concept, the company's human resources management system construction, the company's work. Some suggestions and suggestions are put forward for the creation of environment and atmosphere and corporate culture. KEYWORDS: Education and training institutions; Knowledge worker; Employee turnover1 目 录 第一章 绪论...................................................................................................1 第一节 选题背景................................................................................................................................1 第二节 研究的目的和意义 ................................................................................................................1 第三节 文献综述................................................................................................................................2 第四节 研究思路和方法....................................................................................................................4 一、研究思路 ...................................................................................................................................4 二、研究方法 ...................................................................................................................................5 第二章 理论基础...........................................................................................6 第一节 相关概念界定........................................................................................................................6 一、知识型员工概念........................................................................................................................6 二、员工流动及员工流失概念........................................................................................................7 第二节 员工流失相关理论基础 ........................................................................................................7 一、勒温场理论 ...............................................................................................................................7 二、马斯洛需要层次理论................................................................................................................8 三、马奇和西蒙模型........................................................................................................................8 四、普莱斯模型 ...............................................................................................................................9 五、莫布雷中介链模型及扩展模型..............................................................................................10 第三章 YB 公司人力资源管理现状..........................................................12 第一节 公司概述..............................................................................................................................12 一、基本情况 .................................................................................................................................12 二、组织架构 .................................................................................................................................12 三、员工组成分析..........................................................................................................................13 第二节 YB 公司知识型员工流失的现状........................................................................................14 一、公司知识型员工流失总体数据统计......................................................................................14 二、知识型员工流失分类统计数据..............................................................................................15 第三节 知识型员工流失对 YB 公司的影响...................................................................................172 一、有利影响..................................................................................................................................17 二、不利影响......