中文摘要
在经济飞速发展的市场大环境中,如何提升企业竞争力,成为企业追求成功的核心内容。人力资源作为最重要的要素之一在企业可持续发展中起着举足轻重的作用,人力资源效能最大化也是企业有效降低人才成本、提高企业管理水平的措施。人力资源管理是为企业引进和保留人才的有效途径。面对市场人才流动性大的趋势,企业员工离职已成为一种不可避免的常态。这种常态需要通过人力资源的优化管理来实现企业损失最小化。
本文以离职原因理论及西部国企留人策略等相关理论为基础,从企业和员工两个层面,以中国铝业股份有限公司兰州分公司人力资源管理中存在的突出问题为着手点,对自2010年至2013年四年的离职员工信息进行分类统计,并结合与员工访谈的方法,寻找影响公司员工离职的主要原因。通过对离职原因的量化分析,找出公司员工流失规律,为员工离职的控制对策研究金数据基础。针对影响员工离职的关键指标,从企业的角度,以实现人力资源价值最大化为原则进行控制员工离职的对策研究;从员工个人的角度,以员工需求满足程度作为对策研究的前提,并以员工所处不同阶段的特点为依据,分析人力资源管理全过程的有效控制点。就控制点形成系统性的管理体系,并提出有效的保障和预防措施。本文最终以人力资源效能最大化为目标,采用不同类型人群不同对策的模式,达到员工离职最小化。
关键词:员工离职,原因分析,对策研究
Abstract
In the rapid economic development of the market, how to enhance the competitiveness ofenterprises, become the core content of the enterprise the pursuit of success. Human resource isone of the most important factors ’ which play a decisive role in the sustainable development ofenterprises, Human resource effectiveness maximization is the enterprise to reduce personnel costs,improve enterprise management level measures. Human resources management is the effectiveway for enterprises to introduce and retain talent. Facing the trend of market of talent mobility,employee turnover has become a kind of inevitable. The normal needs through human resourcemanagement to realize the enterprise loss minimization.
This paper is based on the causes of turnover theoiy and western the remaining strategytheory, From two aspects of enterprises and employees, to Chinese Chalco Lanzhou branch ofLimited by Share Ltd prominent problems existed in human resources management in thecompany as a starting point, Methods from 2010 to 2013 four years of employee informationclassification, and combined with metiiods and staff interviews, to find the main reasons thataffect the company employee turnover. Through the analysis of the quantitative reasons forleaving, find out the company employee turnover rules, do the data based on control strategies forthe employee turnover. Key indicators for the effects of employee turnover, from tiie perspectiveof enterprise human resources, in order to realize the principle of maximizing the value ofemployees leaving control countermeasures; From a personal point of view, to the staff demandsatisfaction degree as a prerequisite for countermeasure research, and according to thecharacteristics of different stages as the basis, analysis of the effective control of human resourcesmanagement of the whole process. The locus of control systematic management system, and putsforward the effective protection and prevention measures.
This paper finally to human resource effectiveness maximization as Ihe goal, differentmeasures with different types of patterns of population, make employee turnover minimization.
Keywords: staff turnover, analysis of causes,countermeasure
目录
一、引言
(一)研究背景与意义
(二)研究思路与方法
二、文献综述
(-)员工离职及离职率概念
(二)员工离职原因的理论分析
(三)西部国有企业留人策略分析
三、中国铝业兰州分公司员工队伍现状分析
(一)中国铝业兰州分公司简介
(二)中国铝业兰州分公司员工队伍现状
四、中国铝业兰州分公司员工离职现状及原因分析
(一)员工离职情况调查
(二)员工离职关键指标分析
(三)对员工离职问题的归因分析
五、中国铝业兰州分公司降低员工离职率的对策
(一)培育体现人文关怀的企业文化
(二)明晰员工职业生涯发展规划
(三)建立能岗匹配的员工考核及岗位聘任制度
(四)发挥核心员工示范带动效应,提升人力资本价值的外部性
(五)完善员工激励机制
(六)建立员工离职预警和风险评估机制
(七)建立离职员工的“后劳动关系”管理机制
六、结论与展望
(一)主要结论
(二)展望
参考文献
致谢
