案例,spss,数据分析

降低xx电子制造公司人员流动率的对策


全文字数:18000字左右  原创时间:<=2022年

【内容摘要】

降低xx电子制造公司人员流动率的对策


摘 要

中国加入 WTO 后,无论是外商投资企业还是国内高科技企业,竞争最为明显的将是人才的竞争,人才是企业获得财富的源泉。近两年来,随着市场经济的发展,我国企业员工流动已成为企业和社会普遍关注的问题。我国市场经济发展快的几个代表城市中,企业员工流动率在近年来有了明显的上升,高的企业员工的流动率已经成了许多企业面临的一个突出的问题。深入地研究企业员工流动的原因,并找出降低员工流动率的对策就显得尤重要和必要。广义的员工流动概念是指员工从一种工作状态到另一种工作状态的变化,工作状态可以根据工作岗位、工作地点、职业的性质、服务的对象及其性质等因素来确定。本文主要讨论的员工流动是指由于制度因素、管理因素、个人因素或经济因素导致的员工从企业的自愿流出。关于员工流动问题,国内外的许多专家已经进行了研究。
本文通过对某一具有代表性的电子制造企业的人员流动情况进行分析,对其的人员流动状况,结合国内国外分析方法进行分析,得出针对该企业情况的改善方法和建议。本文通过企业提供的人员流动数据和内部员工调查结果,得到员工流动率高的原因,从而分析得出降低员工流动率,提到员工满意度的方法和建议。
由于中国大陆企业的员工流失因素研究有限。而且以往的研究不够具体化,还不能很好地说明中国某一特定类型企业员工流动的原因和如何保持员工,大多数是从企业和员工本身这两方面分析和论述了引起员工流动的因素。本文从某一电子生产企业作为原型,分析其人员流动状况,最终能够得出降低人员流动率的方法。


关键词:员工流动,员工流动率,职业生涯设计,员工满意

 

 

注:本论文题目来源于:自选  。

Abstract
After China’s entry into WTO, competition of talents becomes the crucial competition between and within the foreign-funded enterprises and domestic high–tech enterprises, as talents are the source of obtaining profits for an enterprise. In the recent two years, with the development of market economy, in China enterprises and the whole society have paid more attention to the employee turnover. In some cities which develop fast in market economy in
China, the employee turnover rate is increasing in the recent years. High employee turnover rate has become an obvious problem, which many enterprises are confronting.   So it’s important and necessary to seek the reasons of employee mobility and work out the solutions to decrease employee turnover rate.
At last, based on the key factors mentioned above from the survey that affect employee turnover, control must be done before and after the employee entering the company and when the employee deciding to leave the company. Company should do very good job right starting from the recruitment, making good recruitment plan, defining recruitment standard, trying to decrease the potential factors causing employee Turnover; at the same time, company should
pay attention to the spare use of talents thus lessening the risks brought by employee turnover, enforcing the contract management to standard the employee turnover in terms of system, strengthening the training program to enhance the working efficiency, offering career design for employees to improve their satisfaction, raising remuneration and welfare to encourage employee to work hard, building good company culture and united value, encouraging and supporting employee to be creative to bring them the sense of success.

Key words:  Employee Turnover, Employee Turnover rate, Career Design, Employee Satisfaction

 

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