进入 21 世纪以来，经济全球化深入发展，工作机遇不断增多，全球人才流动趋 势增强，人力资源竞争加剧，企业员工流失问题日趋严重。特别是在制造业领域，员 工工作压力大、薪酬较低、入职门槛低，员工流失现象较为普遍。员工的大量流失使 得企业人力成本显著增加，生产经营效率降低，制约了企业的进一步发展。因此降低 员工流失率成为广大企业管理者迫切需要解决的问题。本文试图从满意度理论角度， 以 HF 公司为例，对员工流失问题进行研究。 HF 公司作为一家制造型企业，经过 20 多年的发展，已经成为较大规模的汽车配 件制造企业，拥有员工 900 余人。但一直以来，HF 公司深受员工流失问题的困扰， 每年都会有大量的管理人员及基层员工离职。频繁的员工离职导致 HF 公司在招聘和 培训的成本大大增加，新员工入职之后也面临长时间的磨合过程，更重要的是增加了 HF 公司知识技术资源、管理资源外流的风险。员工满意度对员工流失有显著的预测 作用，并与员工流失率成负相关关系。本文从员工满意度的视角，运用员工流失和满 意度的相关理论，通过问卷调查、深度访谈等方式对 HF 公司员工流失和满意度现状 进行调查，并对员工满意度与员工流失等情况进行分析，找出了影响 HF 公司员工满 意度的主要因素，分别是工资薪酬、绩效考核、工作压力、晋升机制。针对这四个影 响因素，结合员工满意度理论，本文从建立富有激励的薪酬制度、健全科学有效的绩 效考核、完善员工晋升机制、缓解员工工作压力、建立员工流失预警机制等五个方面 制定了员工流失率降低方案，以期提高 HF 公司员工满意度，降低员工流失率，保持 员工稳定性，为企业发展提供稳定的人才储备。 关键词：HF 公司；员工流失问题；员工满意度基于满意度理论的 HF 公司员工流失问题研究 1 ABSTRACT Since the beginning of the 21st century, economic globalization has deepened. Job opportunities have increased. The global flow of talent has increased. Competition in human resources has intensified, and the problem of employee turnover in enterprises has become increasingly serious. Especially in the manufacturing sector, employees have high work pressure, low salary, low entry threshold, and employee turnover is common. The large number of employee turnover significantly increases the labor cost of enterprises and reduces the production and operation efficiency, which restricts the further development of enterprises. Therefore, reducing the staff turnover rate has become an urgent problem that the majority of enterprise managers need to solve. This paper tries to take HF company as an example to study the problem of employee turnover from the perspective of satisfaction theory. HF company, as a manufacturing enterprise, has become a large-scale auto parts manufacturing enterprise with more than 900 employees after more than 20 years of development. However, HF company has been plagued by the problem of employee turnover, and a large number of managers and grass-roots employees leaved every year. The frequent employee turnover leads to a significant increase in the recruitment and training costs of HF company, and the new employees are also faced with a long run-in-place process after they enter the company. More importantly, it increases the risk of the outflow of knowledge and technology resources and management resources of HF company. Employee satisfaction has a significant predictive effect on employee turnover and is negatively correlated with employee turnover rate. From the perspective of employee satisfaction, with related theories of employee turnover and satisfaction, this paper investigated the current situation of employee turnover and satisfaction in HF company through questionnaire survey and in-depth interview, and analyzed the situation of employee satisfaction and employee turnover, and identified the main factors affecting employee satisfaction in HF company, namely salary, performance appraisal, work pressure and promotion mechanism. In view of the four influencing factors and in combination with the theory of employee satisfaction, this paper formulated a plan to reduce the employee turnover rate from five aspects, namely the establishment of incentive salary system, the improvement of scientific and effective performance appraisal, the improvement of employee promotion mechanism, the alleviation of employee workABSTRACT 2 pressure, and the establishment of an early warning mechanism of employee turnover, so as to improve the employee satisfaction of HF company, reduce the employee turnover rate, maintain the stability of employees, and provide a stable talent reserve for the development of the company. Key words: HF company/employee turnover problem/ the employee satisfaction基于满意度理论的 HF 公司员工流失问题研究 1 目 录 第一章 绪论···········1 第一节 研究背景与研究意义·················1 一、研究背景·····1 二、研究意义·····2 第二节 国内外研究综述....2 一、国外研究综述............2 二、国内研究综述............3 第三节 研究目的与方法 一、研究目的·····4 二、研究方法·····4 第四节 研究思路与技术路线图·············4 一、研究思路·····4 二、技术路线图·5 第二章 相关概念及理论基础6 第一节 相关概念···6 一、员工流失的概念···········6 二、员工满意度的概念·······6 第二节 相关理论基础···········7 一、需要层次理论···············7 二、公平理论·····8 三、双因素理论·9 四、期望理论·····9 第三章 HF 公司员工流失现状··············11 第一节 HF 公司概况·············11 一、HF 公司简介···············11 二、HF 公司组织架构·······12 二、公司人力资源概况·····13 第二节 HF 公司员工流失率情况分析···15 一、员工流失率情况·········15目录 2 二、HF 公司员工流失特征分析·········16 第四章 HF 公司员工满意度成因分析····22 第一节 满意度调查···············22 一、调查问卷的设计与实施···············22 二、深度访谈···23 第二节 员工满意度与员工流失关系分析···············24 一、员工满意度现状·········24 二、员工满意度与员工离职倾向关系分析·········25 第三节 HF 公司员工满意度问题成因分析·············26 一、薪酬制度方面·············27 二、绩效考评方面·············28 三、晋升机制方面·············28 四、工作压力方面·············29 第五章 HF 公司员工流失率降低策略··30 第一节 设计目标与原则····· 30 一、设计目标···30 二、设计原则···30 第二节 HF 公司员工流失率降低策略·30 一、建立富有激励的薪酬制度···········30 二、健全科学有效的绩效考核···········34 三、完善员工晋升机制·····35 四、缓解员工工作压力·····37 五、建立员工流失预警机制···············38 第六章 研究结论与展望········39 第一节 主要研究结论···········39 第二节 研究局限性与展望···39