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W矿山公司新生代员工离职问题研究_MBA毕业论文DOC

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更新时间:2023/3/17(发布于山东)

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文本描述
摘要
摘要
当前,我国正处在求新求变的大发展环境中,随着我国社会经济发展,人才
已成为发展的巨大动力支持。矿山企业作为传统的能源型企业,要想立足于长远
发展不败之地,在日趋激烈的市场竞争中脱颖而出,就必须留住优秀人才,增强
企业凝聚力,进一步激发员工工作热情和创新力。 W矿山公司作为河南省国有大
中型矿山企业的二级子公司,生产规模较大,产能较高,代表着一大批现代矿山
企业的生存现状。
近年来伴随我国对优化产能结构的政策支持,加之生态文明建设的深入贯彻
落实,“碳达峰”“碳中和”等一系列目标政策应运而生,整个矿山行业发展的环
境步履维艰,其中最突出的问题之一就是人才流失,矿山专业人才无法接续,自
发离职率高是制约我国矿山企业发展的重要因素。目前,“80后”“90后”已成为
各行各业岗位的主力军,我们称他们为新生代员工,这股新生代员工在矿山行业
数量已逐年递增,然而,他们的离职问题也逐渐突出,越发影响企业发展与做大
做强,所以,研究 W矿山公司新生代员工中存在的离职问题对本企业未来的发展
至关重要。
文章通过深入分析研究 W矿山公司新生代员工离职问题,多角度进行思考和
调研,最终分别从打造全生命周期培训体系、拓展职级上升通道、多维度设置考
核激励机制、科学设置薪酬制度及增强职业黏性和信心五方面提出了相应策略,
希望通过分阶段、多维度强化培训,引导新生代员工树立正确的择业观,为他们
打通提拔上升通道,让优秀人才有“用武之地”;建立健全公平公正的绩效考核机
制,优化薪酬福利体系,从而提高员工工作积极性等,为 W矿山公司招录并留下
更多更优秀新生代人才,为企业发展注入新生活力,改善目前存在的离职现象,
从而增强企业行业竞争力和整体凝聚力,为企业长远高效发展保驾护航。
关键词:矿山公司;新生代员工;离职;影响因素
论文类型:应用类
选题来源:其他
I

ABSTRACT
ABSTRACT
At present, China is in the great development environment of seeking innovation
and change. With China's social and economic development, talents have become a
huge driving force for development. As a traditional energy enterprise, if mining
enterprises want to stand in an invincible position in long-term development and stand
out in the increasingly fierce market competition, they must retain excellent talents,
enhance enterprise cohesion and further stimulate employees' work enthusiasm and
innovation. As a secondary subsidiary of large and medium-sized state-owned mining
enterprises in Henan Province, w mining company has large production scale and high
production capacity, representing the survival status of a large number of modern
mining enterprises.
In recent years, with China's policy support for optimizing the production
capacity structure and the in-depth implementation of the construction of ecological
civilization, a series of target policies such as "carbon peak" and "carbon
neutralization" came into being. The development environment of the whole mining
industry is difficult. One of the most prominent problems is the brain drain, and the
mining professionals can not be continued, The high spontaneous turnover rate is an
important factor restricting the development of mining enterprises in China. At present,
the "post-80s" and "post-90s" have become the main force of jobs in all walks of life.
We call them the new generation of employees. The number of this new generation of
employees in the mining industry has increased year by year. However, their
resignation problem is becoming more and more prominent, which increasingly affects
the development and growth of enterprises, It is very important for the future
development of the company to study the resignation problems of the new generation
of employees in W mining company.
Through in-depth analysis and Research on the resignation of the new generation
of employees in W mining company, this paper thinks and investigates from multiple
angles, and finally puts forward corresponding strategies from five aspects: building a
full life cycle training system, expanding the promotion channel of rank,
multi-dimensional setting of assessment and incentive mechanism, scientific setting of
salary system and enhancing professional stickiness and confidence Strengthen
multi-dimensional training, guide the new generation of employees to establish a
II

ABSTRACT
correct outlook on job selection, open up the promotion channel for them, and give
excellent talents a "place to play"; Establish and improve a fair and fair performance
appraisal mechanism, optimize the salary and welfare system, so as to improve the
work enthusiasm of employees, recruit and leave more and better new generation
talents for W mining company, inject new vitality into the development of the
enterprise, improve the existing resignation phenomenon, enhance the industry
competitiveness and overall cohesion of the enterprise, and escort the long-term and
efficient development of the enterprise.
KEY WORDS: Mining companies; New generation employees;
Turnover;influencing factors
Dissertation Type: Application Class
Subject Source: Other
III
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