在 M 公司中，既存在合理的雇员流动，也存在雇员流失现象。如何管控雇
员流失现象，成为本论文研究的重点。本文以人力资源理论和方法为指导，综
合运用企业管理学、组织行为学等相关理论知识，以 M 公司 2011-2013 年所有
离职雇员为例，通过统计其人力资源构成和雇员流失现状，分析雇员流失原因；
通过雇员流失原因分析，确定分析重点为采取措施可有效控制的雇员流失情况，
并对这类情况深入分析得出雇员流失管控存在的深层次问题，包括：面试流程
不合理导致的流失、薪酬体系不健全导致的流失、职位权力分配不公导致的流
失和离职管理未构建导致的流失。
本文针对 M 公司雇员流失管控存在的问题，提出管控对策，包括：优化招
聘流程、健全薪酬体系、建立职权分配机制、构建离职管理体系；同时，为保
证管控对策有效实施，本文结合 M 公司雇员管理实际情况，提出保障性措施，
包括：建立雇员信息管理系统，即实现雇员流失管控信息化，完善绩效考核管
理机制，即完善现有绩效考核机制，为雇员晋升、改善薪酬结构等提供基础，
完善企业文化体系，即为 M 公司提供良好文化环境，满足雇员物质、精神需求。
关键词：雇员流失；雇员流失管控；企业文化；KPI哈尔滨工业大学工商管理硕士学位论文
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Abstract
In today's market econo my, there is a two- way emp loyment re lationship
between emplo yers and emplo yees, which making the possib ility for emp loyee
flow. Because the emp loyment relations hip is no lo nger satis fied by the
emplo yers or an emp loyee, or reach the natural terminatio n time of the contract,
all emp loyme nt relationships will eve ntua lly attributed to the end, whic h making
the ine vitability of emplo yee flow. Besides, with fierce competition, would
effective ly acce lerate this inevitab ility soon. Reasonable emp loyee flow can
reduce the financ ia l burden on emp loyers, to infuse vitality, enha nce the
competitive ness of enterprises. while unreasonab le emplo yee flow will affect the
emplo yer's reputation, reduce the competitiveness of enterprise. Such as
unreasonable emplo yee flow, we called emp loyee turnover. So, how to reducing
corporate emp loyee turno ver, improve huma n resource mana ge ment syste m,
which are the key of improve the core competitiveness of human capita l for
company.
There are both reasonable emplo yee flow and emp loyee turnover
phenomeno n in M company, fence, how to ma nage and control emp loyee
turnover phenomeno n, will being the focus of this thesis. the thesis will take the
theory and methods of huma n resources as a guide, and integrated use the
enterprise mana geme nt, organizationa l behavior and other releva nt theory. Also
take all displaced emplo yees of M company fro m year of 2011 to year of
2013.Analys is the e mp loyees turnover motivation factors, externa l factors,
functiona l factors, push factors, pull factors and retire ment, and the externa l
factors and retirement are the una voidable emp loyee turnover situation. And take
the emp loyee turnover situation whic h can been control through measures as the
analysis focus, and analys is the deep reasons of emplo yees turno ver,
unreasonable interview process, unsound remuneration syste m, inequitab le
distrib ution of power and un establis hed employee turnover mana geme nt through
count huma n resource compositio n and the status of emp loyee turnover. This
thesis will put forward specific countermeasures for the reasons of emp loyee
turnover, inc luding optimize interview process and improve human- post
matching, improve the salary structure and create emp loyees career p lanning,
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