本论文以山东HC纺织有限公司(以下简称HC公司)为背景,针对该公司0
前存在的一线员工的流失问题,通过对企业一线员工的满意度问卷调查,结合人
力资源部门提供的离职面谈记录和已离职员工以及一线员工的直接管理者的个体
访谈记录,经过数据整理与统计,从企业外部因素、企业内部因素和员工个人因
素等方面分析导致公司一线员工流失的影响因素,结合相关的人力资源理论依据,
制定出适合该公司实际情况的一线员工流失的相应对策。
本文分为六部分。第一部分为引言,简单介绍了该论文的研究背景、意义、
思路与方法、结构框架及创新点;第二部分是理论综述,介绍了大量员工流失的
相关概念、员工流失影响因素的国内外研究现状以及理论模型,是本文研究的理
论基础;第二部分主要介绍了 HC公司及其一线员工的现状,提出了公司一线员工
流失严重的问题,强调了一线员工流失对企业造成的负面影响;第四部分是通过
对公司离职面谈记录、员工满意度调查问卷、个体访谈等方式分析总结出一线员
工过渡流失的原因;第五部分是针对分析出的一线员工流失原因,结合HC公司的
实际情况提出了有针对性的解决对策;第六部分对本文进行了总结。
关键词:一线员工流失;员工满意度;主动离职
ABSTRACT
The textile industry is one of the pillar industry of Shandong Province, with
a long history and has developed rapidly. However, under the circumstances of
the good momentum of development, there has been a problem of being difficult
to recruit front-line employees, at the same time, front-line employees&39; active tu
mover rate is outdistance the national average level, resulting in the serious short
age of front-line employees in textile industry. This is a very serious obstacle fo
r the labor-intensive textile industry, which not only had a serious impact on the
stability and sustainability of enterprise development, but also appears to reduce
production efficiency and product quality, increased recruitment and training cost
s, and so many other aspects of the problem. Fhcrcforc, recently, global compctit
ion is more fierce, how to reduce front-line employee turnover rate has received
increasing attention.
In this thesis, with Shandong HC Textile Co., Ltd. (hereinafter referred to a
s 1IC) as the background, in allusion to the problem of the company&39;s front-line
employee turnover. By front-line employees satisfaction survey, combined with t
he resign interview rccords provided by the human rcsourcc department and form
cr employees’ as well as the dircct managers of front-line employees&39; individual
interviews, after data management and statistics, from the corporate external facto
rs and internal factors, as well as employee personal factors to analyse the influc
nee factors that cause the company&39;s front-line employee turnover. In addition, co
mbine with human rcsourcc theoretical basis, and work out suitable countcrmcasu
res for the actual situation of the company about the front-line employees turnov
cr.
This paper is divided into six parts. The first part is an introduction, a brief
introduction to the research background, significance, ideas and methods, structu
ral framework and innovation. The second part is a theoretical overview,a introd
uction of employee turnover related concepts, employee turnover a fleeting factors
research status as well as the theoretical model, which arc the theoretical basis
of this study. The third part introduces the status quo of HC and its front-line c
mployees, proposed the serious problem of front-line employee turnover and cmp
hasized the negative impact caused by it. The fourth part summarizes the reasons
of front-line employee turnover by analyzing record of exit interview, front-line
employees satisfaction survey and individual interviews. The fifth part analyzes r
easons of front-line employee turnover, combines with the actual situation of HC,
put forward targeted countermeasures. The sixth part is a summary of this paper.
Key Words : Front-line employees turnover; Employees satisfaction; Active
turnover
第1章引言
1.1研究背景
山东竹作为个W的经济大竹,纺织、Ik历史悠久、发展迅速,在W内j(打-定
的影响力。经过改放30多年的发展,纺织业成为山....
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