近年来，随着经济全球化的迅猛发展，世界知名的汽车零部件公司纷纷进 入中国市场，这给技术人员特别是汽车行业的模具技术人员提供了更广阔的发 展空间，这些人员对薪酬、工作环境的要求也越来越高，一旦不满足要求，他 们就会辞职寻求新的发展机会。而技术人才流失严重会给企业发展带来诸多不 良的影响，甚至会成为企业发展的瓶颈，进而导致企业在行业竞争中失去优势。 泰科电子苏州作为汽车零部件行业的佼佼者，最近几年其核心部门---模具技术 部人员流失问题相当严重，并给公司带来了很多负面的影响。对此，本文旨在 通过研究泰科电子苏州模具技术部人员流失的数据及离职倾向分析找出技术人 员流失的原因，并据此找出解决模具技术人才流失问题的对策，有效地缓解技 术人员流失。 本论文拟通过查阅国内外相关文献及泰科电子公司内部刊物，以国内外人 才流失的理论模型和相关激励机制理论为基础，深入分析泰科电子苏州管理模 式上存在的问题。针对泰科电子苏州模具技术部现有的人才流失状况，对在职 人员进行问卷调查和已离职的员工进行访谈调查，通过相关数据的总结分析找 到模具技术人员离职的主要原因在于对薪资待遇、工作负荷、公司的发展晋升 制度等不太满意。此外，员工本身对职业前景没有规划及工作中人际关系不和 谐及外在的高薪诱惑等也是员工流失的主要因素，针对这些离职因素提出一些 可行性的解决问题的策略，如设立泰科电子独特的公司文化、完善培训及激励 机制、 设立有竞争力的薪资待遇体系等。 本文通过对泰科电子苏州公司模具技术部人员的流失原因分析并提出了一 些可行性的缓解对策。这些策略可以为泰科电子模具技术人员流失状况提供参 考依据，帮助公司克服目前业务发展的瓶颈。同时，通过对本文研究结论及其 经验的总结，为同类的汽车零部件行业提供借鉴和参考作用。 关键词：泰科电子，员工流失，技术型员工 MBA学位论文 作者：王志英 泰科电子（苏州）模具技术部员工流失问题研究 II RESEARCH ON THE BRAIN DRAIN OF MOLDING &DIE ENGINEERING DEPARTMENT OF TE CONNECTIVITY (SUZHOU) Abstract In recent years, with the trend of economic globalization and the rapid development of the increasingly fierce international competition, many world-renowed Auto component companies entered into China in succession,which provides a broader space for the development of technicians. Accordingly, the technicians demands on salary and working environment are getting higher. Once there requirements are not met, they will quit and seek new opportunities. While the serious brain drain of technical staffs will bring many negative effects to the development of enterprises, and even become the bottleneck of the development of enterprises. As a result, enterprises lose their advantages in the industry competition. As the leader of auto parts industry, the core Department of TE Connectivity Suzhou--- Die&Mold Engineering department, has suffered a serious loss of personnel in recent years, which has brought a lot of negative effects to the company. In this regard, this paper aims to find out the reasons for the loss of technical personnel by studying the data and turnover intention of Die&Mold Engineering department and propose the countermeasures to solve the problem of Die&Mold brain drain, so as to alleviate the loss of technical personnel effectively. By consulting the publications of TE and the relevant documents at home and abroad, This paper intends to throughly analyze the management problem existing in TE Connectivity Suzhou based on the theoretical model of brain drain at home and abroad and the related incentive mechanism theory. According to the current brain drain situation of Die&Mold Engineering Department of TE Connectivity Suzhou, I made a questionnaire survey for the staffs on active duty in the department and an interview survey for the employees who have left TE Suzhou. Through the summary and analysis of relevant data, it was found that the main reasons why the mold MBA学位论文 作者：王志英 泰科电子（苏州）模具技术部员工流失问题研究 III technicians quit lie in their unsatisfaction with the salary, work load and the promotion system of the company. In addition, employees' lack of planning for their career, bad interpersonal relationships with other colleagues and external temptation of high salary are also the main factors of employee turnover. In view of these factors, some feasible strategies are put forward to solve the problems, such as setting up unique corporate culture of TE Suzhou, improving training and incentive mechanism and establishing a competitive salary system,etc. This paper analyzed the reasons for the loss of personnel in the Mold&Die Engineering department of TE Suzhou and put forward some feasible measures. This measures can provide reference for the loss of mold technicians and help the company overcome the current bottleneck. Meanwhile, by summarizing the conclusions and experience of this paper, it can provide reference for the relevant Auto-Component companies. Key words: TE Connectivity, Employee turnover, Technical staff MBA学位论文 作者：王志英 泰科电子（苏州）模具技术部员工流失问题研究 IV 目 录 中文摘要 ......................................................... I Abstract ........................................................ Ⅱ 第一章 绪论 ..................................................... .1 1.1 研究背景和意义 ............................................. 1 1.2 研究思路和方法 ............................................. 2 第二章 理论基础 ................................................. 5 2.1人才流失相关概念 ............................................ 5 2.1.1人才概念????????????????????????5 2.1.2人才流动和人才流失???????????????????5 2.2人才流失理论??????????????????????? 6 2.2.1马奇和西蒙模型………………………………………………………………6 2.2.2 Price模型…………………………………………………………………….6 2.3人才激励理论????????????????????????7 2.3.1马斯洛需求层次理论???????????????????7 2.3.2公平理论????????????????????????7 2.3.3心理契约理论??????????????????????7 2.4职业生涯理论 ???????????????????????8 2.4.1施恩职业锚理论?????????????????????8 2.4.2萨帕的职业生涯阶段理论?????????????????9 第三章 泰科电子公司模具技术部员工流失现状及其影响???10 3.1公司简介 ................................................... 10 3.2模具技术部员工的现状 ....................................... 11 3.3模具技术部员工流失状况统计????????????????15 3.4模具技术部员工流失对公司的影响??????????????21 3.5本章小结?????????????????????????23 MBA学位论文 作者：王志英 泰科电子（苏州）模具技术部员工流失问题研究 V 第四章 泰科电子公司模具技术部员工流失原因调查与分析 ..... 24 4.1设计调查问卷???????????????????????24 4.1.1调查意图???????????????????????24 4.1.2调查主体???????????????????????24 4.1.3调查问卷设计?????????????????????24 4.1.4问卷发放和数据收集??????????????????25 4.1.5调查问卷的数据分类统计????????????????26 4.1.6调查数据统计?????????????????????30 4.2 对离职人员做访谈调查分析?????????????????32 4.2.1 访谈提纲???????????????????????32 4.2.2 访谈主体???????????????????????32 4.2.3 访谈形式???????????????????????33 4.2.4 访谈结果统计剖析???????????????????33 4.3 模具技术部员工流失的原因剖析???????????????38 4.3.1企业因素???????????????????????38 4.3.2模具技术人员自身的原因????????????????39 4.3.3社会外在因素?????????????????????39 4.4 本章小结?????????????????????????40 第五章 泰科电子公司模具技术部员工流失的防范对策.........41 5.1设立泰科电子独特的公司文化????????????????41 5.1.1融合内部文化?????????????????????41 5.1.2重塑公司风貌?????????????????????41 5.1.3给予员工关怀?????????????????????42 5.1.4加强与模具技术人员沟通????????????????42 5.2完善模具人才职业生涯管理体系???????????????42 5.2.1改善职能匹配度????????????????????43 5.2.2扩大职业发展前景???????????????????44 5.2.3为模具人才进行职业规划????????????????45 5.3完善培训及激励机制????????????????????46 5.3.1改善晋升体系?????????????????????46 MBA学位论文 作者：王志英 泰科电子（苏州）模具技术部员工流失问题研究 VI 5.3.2健全培训制度?????????????????????49 5.3.3优化人才激励机制???????????????????50 5.4设立有竞争力的薪资待遇体制????????????????51 5.4.1合理设计薪资体制???????????????????51 5.4.2加强薪资合理性和竞争力????????????????53 5.4.3给予适当的补贴????????????????????54 第六章 结论与展望........................................ 55 6.1 结论 ...................................................... 55 6.2