基层员工离职状况分析与对策研究.doc
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基层员工离职状况分析与对策研究,14000字摘要在上世纪，国有企业的工作普遍被认为是“铁饭碗”，劳动者往往不考虑离职的可能性。但随着经济全球化的发展，改革开放水平的提高，市场经济体制的建立，用工制度的变革，“三资”企业的不断兴起，人们的思想观念的巨变，员工流动已经成为普遍现象。本文针对江苏省邮电印刷厂基层员工主动离职率增...
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基层员工离职状况分析与对策研究
14000字
摘要
在上世纪，国有企业的工作普遍被认为是“铁饭碗”，劳动者往往不考虑离职的可能性。但随着经济全球化的发展，改革开放水平的提高，市场经济体制的建立，用工制度的变革，“三资”企业的不断兴起，人们的思想观念的巨变，员工流动已经成为普遍现象。
本文针对江苏省邮电印刷厂基层员工主动离职率增高的原因进行研究。首先对国内外关于离职的理论进行学习研究，了解国内外学者关于离职构建的不同模型，结合江苏省邮电印刷厂现状，对近期离职的员工进行个别访谈，了解引起基层员工离职的因素。在此基础上，归纳总结出引起员工离职的关键因素。主要包括：更好的工作、不满现在工作环境、个人原因、员工之间关系的不和谐和组织制度的不足。针对这些原因，结合企业的实际情况，提出可操作性的建议。通过工作轮岗来降低员工工作的单调性，拓宽员工职业发展道路；通过基础设施的改善来方便员工生活，提高满意度；通过关注年轻员工的招聘来增添企业活力，促进企业的新陈代谢；通过强化员工的关系管理来塑造简单和谐团结的氛围；通过建立合理公平的薪酬福利体系，来挽留优秀员工，降低离职率。
关键词：国有企业 基层员工 离职率
ABSTRACT
In the last century,working in state-owned enterprise generally was considered to be "a secure job", workers often do not change their job. But with the development of economic globalization, the improvement of reform and open policy , the establishment of market economy system, the changes of employment system and the rise of the foreign enterprises, all of these have changed people's mind. And as a result, employee turnover has become a common phenomenon.
This research focuses on the increasing rate of staff turnover in Jiangsu Post and Telecommunications Printing Factory. First of all,researcher studied domestic and foreign researches,and knew various models of employee turnover, combined with current situation in Jiangsu Post and Telecommunications Printing Factory. In addition, researcher also made interviews with some employee who wanted to turnover. Finally, take all of these into consideration, researcher summarized factors to employment turnover. On this basis, researcher summed up the key factors to employee turnover, mainly including: better job, dissatisfaction about current work environment,and several personal reasons. The disharmony between employee and defect of the organization also contribute to the turnover. For these reasons, combined with the actual situation of the organization, then researcher put forward some feasible suggestions. Firstly, the organization ought to reduce monotonous work through work rotation, and widen the employee future development. Secondly,increase stuff satisfaction by improvement of facilitate. Thirdly, the organization should pay more attention on the younger employee recruitment as a way of adding vitality to the organization. Fourthly, shape the simple and harmony atmosphere by simplifying the relationship among employee. Fifthly, the organization can retain excellent employee and reduce turnover rate through establishment of a fair and reasonable salary and welfare system.
Key word: state-owned enterprise; shop-floor employee; turnover rate
目 录
第一章 绪论 1
1.1研究背景 1
1.2研究目的和意义 1
1.3研究方法 2
1.4国内外研究现状 2
第二章 理论基础 4
2.1马斯洛需求层次理论 4
2.2公平理论 4
2.3员工满意理论 5
第三章 江苏省邮电印刷厂员工离职现状分析 6
3.1邮电厂人力资源管理状况 6
3.2基层员工离职趋势分析 7
3.3离职员工的结构分析 8
第四章 员工离职原因分析 10
4.1访谈结果分析 10
4.2员工离职原因分析 11
第五章 降低基层员工离职率的对策研究 14
5.1实行工作轮岗 14
5.2改善工作环境 14
5.3关注年轻员工的招聘 15
5.4加强员工关系管理 15
5.5建立合理公平的薪酬福利制度 16
结束语 18
参考文献 19
致谢 21
附录A 22
14000字
摘要
在上世纪，国有企业的工作普遍被认为是“铁饭碗”，劳动者往往不考虑离职的可能性。但随着经济全球化的发展，改革开放水平的提高，市场经济体制的建立，用工制度的变革，“三资”企业的不断兴起，人们的思想观念的巨变，员工流动已经成为普遍现象。
本文针对江苏省邮电印刷厂基层员工主动离职率增高的原因进行研究。首先对国内外关于离职的理论进行学习研究，了解国内外学者关于离职构建的不同模型，结合江苏省邮电印刷厂现状，对近期离职的员工进行个别访谈，了解引起基层员工离职的因素。在此基础上，归纳总结出引起员工离职的关键因素。主要包括：更好的工作、不满现在工作环境、个人原因、员工之间关系的不和谐和组织制度的不足。针对这些原因，结合企业的实际情况，提出可操作性的建议。通过工作轮岗来降低员工工作的单调性，拓宽员工职业发展道路；通过基础设施的改善来方便员工生活，提高满意度；通过关注年轻员工的招聘来增添企业活力，促进企业的新陈代谢；通过强化员工的关系管理来塑造简单和谐团结的氛围；通过建立合理公平的薪酬福利体系，来挽留优秀员工，降低离职率。
关键词：国有企业 基层员工 离职率
ABSTRACT
In the last century,working in state-owned enterprise generally was considered to be "a secure job", workers often do not change their job. But with the development of economic globalization, the improvement of reform and open policy , the establishment of market economy system, the changes of employment system and the rise of the foreign enterprises, all of these have changed people's mind. And as a result, employee turnover has become a common phenomenon.
This research focuses on the increasing rate of staff turnover in Jiangsu Post and Telecommunications Printing Factory. First of all,researcher studied domestic and foreign researches,and knew various models of employee turnover, combined with current situation in Jiangsu Post and Telecommunications Printing Factory. In addition, researcher also made interviews with some employee who wanted to turnover. Finally, take all of these into consideration, researcher summarized factors to employment turnover. On this basis, researcher summed up the key factors to employee turnover, mainly including: better job, dissatisfaction about current work environment,and several personal reasons. The disharmony between employee and defect of the organization also contribute to the turnover. For these reasons, combined with the actual situation of the organization, then researcher put forward some feasible suggestions. Firstly, the organization ought to reduce monotonous work through work rotation, and widen the employee future development. Secondly,increase stuff satisfaction by improvement of facilitate. Thirdly, the organization should pay more attention on the younger employee recruitment as a way of adding vitality to the organization. Fourthly, shape the simple and harmony atmosphere by simplifying the relationship among employee. Fifthly, the organization can retain excellent employee and reduce turnover rate through establishment of a fair and reasonable salary and welfare system.
Key word: state-owned enterprise; shop-floor employee; turnover rate
目 录
第一章 绪论 1
1.1研究背景 1
1.2研究目的和意义 1
1.3研究方法 2
1.4国内外研究现状 2
第二章 理论基础 4
2.1马斯洛需求层次理论 4
2.2公平理论 4
2.3员工满意理论 5
第三章 江苏省邮电印刷厂员工离职现状分析 6
3.1邮电厂人力资源管理状况 6
3.2基层员工离职趋势分析 7
3.3离职员工的结构分析 8
第四章 员工离职原因分析 10
4.1访谈结果分析 10
4.2员工离职原因分析 11
第五章 降低基层员工离职率的对策研究 14
5.1实行工作轮岗 14
5.2改善工作环境 14
5.3关注年轻员工的招聘 15
5.4加强员工关系管理 15
5.5建立合理公平的薪酬福利制度 16
结束语 18
参考文献 19
致谢 21
附录A 22
