西安工程大学本科毕业论文
专业技术人才流失原因分析及对策研究
——以某公司为例
摘要
随着社会主义市场经济的建立和改革开放，民营企业在我国社会经济生活中已经占有重要地位，对国民经济的贡献不断增大。引进人才、留住人才、用好人才是民营企业健康发展的重要保证。企业生存和发展最重要的是人力资源，但是当前人员流动过于频繁的问题却阻碍着企业发展。民营企业人才流失，特别是作为制造业型民营企业专业技术员工离职现象非常严重。
本文通过对北京宏强富瑞技术有限公司人才流失现状进行分析，以售后服务中心中的维修工程师和研发部的专业技术人员为研究对象。结合了国内外关于造成人才流失因素进行分析，通过发放统计调查问卷的方式，并结合公司实际情况对分析专业技术人才流失的原因，总结了以下几方面的因素：经济因素，工作满意度，晋升因素及个人发展等因素。并针对这些因素提出了相对应的对策和建议，以达到降低人才流失率，增加员工满意度的目的。
本文研究对于改进公司专业技术人才流失状况具有重大意义。专业技术人才是公司的核心技术的开发者，他们的流失会影响企业的生存和发展。专业技术人才频繁流失会造成企业的巨大经济和技术损失，通过本文的研究希望达到提高专业技术员工的工作满意度，降低公司专业技术人才流失率，降低企业损失的成本，增加公司的核心市场竞争力。
关键词：专业技术人员；人才流失；人才流失原因
西安工程大学本科毕业论文
Reason for the Loss of Professional and Technical Personnel Analysis and Countermeasu-the a Company as an Example
Abstract
With the establishment of the socialist market economy and the reform and opening up, the private enterprises in China's social and economic life has played an important role, contribution to the national economy continued to grow. Introduction and retain qualified personnel, with good talent is an important guarantee for the healthy development of private enterprises. Survival and development of human resources is the most important, but frequent the current mobility problems are hampering the development of enterprises. Private enterprise brain drain, particularly in the manufacturing sector as a private enterprise specialized technical staff turnover is very serious.
For example to the company of HONKON.., analyze brain drain, professional and technical personnel abroad for the study. On a combination of domestic and international factors were analyzed brain drain caused by the payment of the survey questionnaire, and combined with the actual situation of professional and technical personnel to analyze the reasons for the loss, summed up the factors of the following aspects: economic factors, job satisfaction, promotion social factors and other factors and personal development. And for these factors put forward corresponding countermeasures and suggestions as to minimize wastage, increase employee satisfaction purposes.
This paper studies the improvement of professional and technical personnel turnover rate is significant. Professional and technical personnel of the company's core technology developers, and their loss will affect the survival and development of enterprises. Professional and technical personnel frequently lost cause huge economic loss of business and technology, through this study hopes to improve professional and technical staff job satisfaction, professional and technical personnel to reduce churn
II
西安工程大学本科毕业论文
rate, reduce loss costs, increased competition in the company's core markets force.
Key Words: Professional and technical personnel; Brain drain; Cause of brain drain
III
西安工程大学本科毕业论文
目 录
1 绪论 ······························································································································ 1
1.1研究背景 ············································································································ 1 1.2研究的目的和意义 ···························································································· 2 1.3研究方法 ············································································································ 2 1.4研究内容及思路 ································································································ 2
1.4.1研究内容 ································································································· 2
2文献综述 ······················································································································· 4
2.1相关定义 ············································································································ 4
2.1.1专业技术人员 ························································································· 4 2.1.2人才流失 ································································································· 4 2.2国外理论综述 ···································································································· 5 2.3 国内理论综述 ··································································································· 6 3专业技术人才流失原因分析 ······················································································· 8
3.1公司介绍 ············································································································ 8 3.3问卷质量 ·········································································································· 10
3.3.1信度分析 ······························································································· 10 3.3.2 效度分析 ······························································································ 11 3.4专业技术人才流失原因分析 ·········································································· 12
3.4.1薪酬福利缺乏外部竞争力 ··································································· 12 3.4.2 晋升空间不大，内部竞争机制不透明 ·············································· 12 3.4.3工作时间和工作量超负荷，工作压力大 ··········································· 13 3.4.4员工的付出和回报不成正比 ······························································· 14 3.4.5公司没有核心的创新技术 ··································································· 14 3.4.6青年技术人员对所从事的职业缺乏清晰的认识 ······························· 15
4对策建议 ····················································································································· 16
4.1建立科学的考核体系和薪酬管理体系 ·························································· 16 4.2为员工提供成长及晋升的空间 ······································································ 16 4.3合理安排工作时间和工作任务，提高工作效率 ·········································· 16 4.4改进管理者的领导方式，增加员工的归属感 ·············································· 17 4.5充分发挥激励的作用 ······················································································ 17 结束语 ···························································································································· 18 致谢 ································································································································ 19 参考文献 ························································································································ 20 附录 ································································································································ 22
IV
西安工程大学本科毕业论文
离职原因分析调查问卷 ························································································ 22
V