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MBA硕士毕业论文_公司基层技术员工流失问题研究

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I 摘要 随着社会的日益发展和企业之间竞争激烈程度的加剧,中小企业科技化程度 逐渐加强,基层技术员工成为企业的重要骨干,这类员工在市场上的需求量也越 来越大。近些年来随着外商独资、各类合资企业在中国的入驻和发展,这些企业 对基层技术员工的缺口也不断增大。与这些企业对基层技术员工的吸引力相比较, 中小企业则逊色很多,因此基层技术员工的流失问题就成为了严重制约中小企业 健康发展的瓶颈。中小企业基层技术员工流失不但妨碍企业的人力资源管理,而 且还会对企业的生产经营产生重大影响,不利于企业的长久有序发展。因此,如 何有效减少中小企业基层技术员工的流失,处理好企业人力资源管理问题成为当 前中小企业面临的重要课题之一。 本文选取中小企业 W 公司为研究对象,首先从中小企业、基层技术员工和员 工流失等相关理论入手,结合 W 公司的实际情况,对该公司的人员结构和流失现 状进行总结和分析,然后通过实地走访,运用问卷调查、因子分析等方法找出导 致 W 公司基层技术员工流失的主要影响因素,即教育培训、薪酬福利、公司环境、 企业文化和个人成长,并针对这五个主要影响因素一一给出相应的解决对策,从 而为 W 公司解决基层技术员工流失问题、建立良好的人力资源管理基础以及促进 企业健康有序发展都起到重要作用,并为促进其他中小企业更好地发展提供借鉴 意义。 关键词:中小企业;基层技术员工;员工流失;激励Abstract II Abstract With the development of the society and the aggravation of the competition between enterprises, the scientific and technological degree of the small and medium-sized enterprises is gradually strengthened, and the technical staff at the basic level becomes the backbone of the enterprises. In recent years, with the entry and development of foreign sole proprietorships and various joint ventures in China, the gap of these enterprises to the technical staff at the basic level has been increasing. Compared with the attraction of these enterprises to the technical staff at the grass-roots level, the small and medium-sized enterprises are much less attractive. The loss of technical staff at the grass-roots level in small and medium-sized enterprises not only hampers the human resources management of enterprises, but also has a great impact on the production and operation of enterprises and is not conducive to the long-term and orderly development of enterprises. Therefore, how to effectively reduce the loss of technical staff in small and medium-sized enterprises and deal with the problem of human resource management has become one of the important issues facing small and medium-sized enterprises. This paper chooses small and medium-sized enterprise W company as the research object, starting from the relevant theories of small and medium-sized enterprise, basic-level technical staff and staff turnover, and combining with the actual situation of W company, this paper summarizes and analyzes the current situation of the staff structure and turnover of the company, and then finds out the main influencing factors that lead to the turnover of the basic technical staff of w company by means of on-the-spot visit, questionnaire survey, factor analysis, etc. , namely Education and training, salary and Welfare, company environment, corporate culture and personal growth, and give the corresponding solutions to each of these five major factors, therefore, it plays an important role in solving the problem of the loss of technical staff, establishing a good human resource management foundation and promoting the healthy and orderly development of the enterprise, and for the promotion of other small and medium-sized enterprises to provide better development reference.Abstract III Keywords: small and medium-sized enterprises; grass-roots technical staff; staff turnover; motivation目 录 IV 目 录 摘要............................................................................................................................I Abstract......................................................................................................................... II 第 1 章 绪论.................................................................................................................1 1.1 研究背景和意义 ............................................................................................. 1 1.1.1 研究背景 ............................................................................................... 1 1.1.2 研究意义 ............................................................................................... 2 1.2 国内外研究现状 ............................................................................................. 2 1.2.1 国外研究现状 ....................................................................................... 2 1.2.2 国内研究现状 ....................................................................................... 5 1.2.3 研究综述 ............................................................................................... 7 1.3 研究方法 ......................................................................................................... 7 1.4 研究内容和创新点 ......................................................................................... 8 1.4.1 研究内容 ............................................................................................... 8 1.4.2 创新点 ................................................................................................. 10 第 2 章 相关理论概述............................................................................................... 11 2.1 基本概念 ....................................................................................................... 11 2.1.1 中小企业的涵义 ................................................................................. 11 2.1.2 基层技术员工的涵义 ......................................................................... 11 2.1.3 员工流失的涵义 ................................................................................. 12 2.2 员工流失理论依据 ....................................................................................... 13 2.2.1 需要层次理论 ..................................................................................... 13 2.2.2 公平理论 ............................................................................................. 14 2.2.3 目标一致理论 ..................................................................................... 15 2.2.4 心理契约理论 ..................................................................................... 15 2.2.5 职业生涯发展理论 ............................................................................. 16 2.3 本章小结 ....................................................................................................... 17 第 3 章 W 公司人力资源现状及基层技术员工流失情况 ......................................19 3.1 W 公司概况 ................................................................................................... 19 3.2 W 公司的组织架构 ....................................................................................... 19目 录 V 3.3 W 公司人力资源结构概况分析 ................................................................... 20 3.3.1 员工岗位分布分析 ............................................................................. 21 3.3.2 员工受教育程度分析 ......................................................................... 22 3.3.3 员工年龄结构分析 ............................................................................. 23 3.3.4 员工技术职称分析 ............................................................................. 23 3.3.5 员工工作年限分析 ............................................................................. 24 3.4 W 公司基层技术员工的流失现状 ............................................................... 25 3.5 基层技术员工流失对 W 公司的影响 ......................................................... 27 3.5.1 增加人力成本 ..................................................................................... 27 3.5.2 影响在职员工 ..................................................................................... 27 3.5.3 泄漏经验技术 ..................................................................................... 28 3.5.4 有损声誉形象 ..................................................................................... 28 3.6 本章小结 ....................................................................................................... 28 第 4 章 W 公司基层技术员工流失问卷调查及原因分析 ......................................29 4.1 问卷调查 ....................................................................................................... 29 4.1.1 问卷调查对象 ..................................................................................... 29 4.1.2 问卷设计和发放 ................................................................................. 30 4.1.3 问卷调查结果分析 ............................................................................. 30 4.2 W 公司基层技术员工流失影响因素分析 ................................................... 41 4.2.1 教育培训因素 ..................................................................................... 41 4.2.2 薪酬福利因素 ..................................................................................... 42 4.2.3 公司环境因素 ..................................................................................... 43 4.2.4 企业文化因素 ..................................................................................... 45 4.2.5 个人成长因素 ..................................................................................... 46 4.3 本章小结 ....................................................................................................... 48 第 5 章 W 公司基层技术员工流失的对策 ..............................................................49 5.1 构建科学的教育培训体系 ........................................................................... 49 5.1.1 做好新员工入职培训 ......................................................................... 49 5.1.2 拓宽老员工培训渠道 ......................................................................... 49 5.1.3 加大培训投入和力度 ......................................................................... 50 5.1.4 强化培训考核和反馈 ......................................................................... 50 5.2 建立合理的薪酬福利体系 ........................................................................... 51 5.2.1 改变和完善薪酬结构 ......................................................................... 51 5.2.2 调整和稳固绩效比例 ......................................................................... 52目 录 VI 5.2.3 提高和优化福利待遇 ......................................................................... 52 5.3 塑造和谐的企业文化理念 ........................................................................... 53 5.3.1 塑造“以人为本”的理念...................................................................... 53 5.3.2 制定公平公正的制度 ......................................................................... 54 5.3.3 构建和谐的人际关系和良好的团队意识 ......................................... 54 5.3.4 提高领导素质和领导风格 ................................................................. 54 5.4 营造良好的公司内外环境 ........................................................................... 55 5.4.1 完善内部软硬环境 ............................................................................. 55 5.4.2 抵御外部不良环境 ............................................................................. 56 5.5 关注不同的个人成长差异 ........................................................................... 57 5.5.1 开拓广阔的个人发展空间 ................................................................. 57 5.5.2 增加特殊的人文主义关怀 ................................................................. 59 5.6 建设前期的流失预警机制 ........................................................................... 59 5.6.1 流失预警机制建设的基层原则 ......................................................... 60 5.6.2 流失预警机制建设的流程 ................................................................. 61 5.7 本章小结 ....................................................................................................... 61 第 6 章 W 公司基层技术员工流失对策实施保障 ..................................................63 结论.............................................................................................................................65