本文通过调研,找出了公司基层及中层员工离职的原因,这两类群体的离职原因
不尽相同。基层员工离职的主要原因有:第一、对知识和技能有着提升需求,公司忽
略了这一方面;第二、公司从事环保行业,员工迫切的想要提升工作环境的品质;第
三、基层员工自身属于更加注重短期的获得,原有绩效制度落实未到位。中高层员工
离职的主要原因是:第一、无及时有效的沟通,感觉自己被轻视;第二、缺乏对公司
进行体制变革却反信心,不确定在这样的变革下能否取得成功;第三、变革使得自身
原有的利益受损,却无相应的保障措施
弄清A公司员工离职原因后,本文从企业与个人层面制定了离职应对策略。从企
业层面角度,有如下举措:第一、在全公司树立变革的文化,将这种文化传递至每一
位员工;第二、进行专业的职业生涯辅导;第三、建立离职预防机制;第四、落实制
定的绩效管理制度;第五、额外的福利津贴制度。从个人层面角度,针对基层员工的
离职应对举措有提供专业知识与技能培训以及基础知识培训;针对中高层的政策有:
变革中更加注意信息沟通,注重中高层员工感受,其次让员工参与变革、重视组织承
诺
在撰写本文过程中,针对员工离职原因进行调查时,以职位为标准,细分员工离
职原因,从而找出哪一部分群体是因为体制变革而离职的群体,是什么样的变革因素
造成的离职,制定出有针对性的措施。同时,也发现了因非变革因素离职的员工,制
定出合适的措施,所以本文在对进行变革的企业,如何留住人才具有现实借鉴意义
关键词:体制变革离职组织承诺
I 昆明理工大学专业学位硕士学位论文
A公司体制变革背景下员工离职问题研究
ABSTRACT
A is an environmental protection company, founded in 1997, mainly engaged in
industrial waste water and domestic waste treatment, after decades of development, the
company takes shape. With the change of the economic situation in China and abroad, in
order to gain the initiative in the competition, the company started to change, the main
measures are (1) to adjust the organizational structure, to stimulate the company activity; (2)
the implementation of staff and job matching; (3) the establishment of individual and
perfect the performance appraisal system, the implementation of reform initiatives, the
company&39;s turnover the rate increased from 13% to 14%, the total turnover rate changed
little, but the staff turnover rate is large, such as financial department and human resources
department turnover rate increased by 10%, production technology department turnover
rate decreased by 7%, due to industry characteristics, leaving experienced professionals,
respond to changes in the economic situation. It is very precious.
In this paper, through the investigation, find out the reasons for the resignation of the
company&39;s employees at the grassroots level and the middle level. The reasons for these two
groups are different. The main reason of grass-roots employee turnover are: first, to
enhance knowledge and skills have a demand, companies neglected in this regard; second,
the company engaged in environmental protection industry, people urgently want to
improve the quality of the working environment; third, its employees belong to more
focused on short-term gains, the performance of the implementation of the system is not in
place. The main reason of high employee turnover is: first, no timely and effective
communication, feel slighted; second, the lack of company system reform has confidence,
uncertainty in this reform success; third, change makes its original interests damaged, but
no corresponding security measures.
To clarify the reasons for the resignation of employees of A company, this paper
establishes the strategy of the enterprise&39;s departure from the enterprise and individual level.
From the point of view of the enterprise level, the following measures: first, the company
establish a culture of change, this culture will be delivered to each employee; second,
professional occupation career guidance; third, establish the turnover prevention
mechanism; fourth, the implementation of the performance management system; system
hi 昆明理工大学专业学位硕士学位论文
A公司体制变革背景下员工离职问题研宂
fifth, additional benefits. From the personal perspective, for the grass-roots staff turnover
measures to provide professional knowledge and skills training, basic knowledge training;
for high policy change: pay more attention to the information communication, pay attention
to the senior staff feel, then let employees participate in reform, emphasis on organizational
commitment.
In the process of writing this article, investigation why the employee turnover, the
position is standard, to subdivide the turnover reason, which is part of the group because of
institutional change and turnover group, is caused by the turnover of change what factors,
to develop targeted measures. At the same time, it also found out that the employees who
quit because of the non changing factors, make the appropriate measures, so this paper has
practical significance for the enterprises to change and how to retain the talents.
Keywords: system reform quit organizational commitment
IV 昆明理工大学专业学位硕士学位论文
A公司体制变革背景下员工离职问题研究
目录
^ I
ABSTRACT Ill
m-M i
1.1研宄背景与意义1.1.1研究背景1. 1.2研究意义1.2国内外研究动态1.2. 1国外研究现状1.2.2国内研宄现状1.3研究内容和思路1.3.1研究内容1.3. 2研究思路第二章理论文献综述2. 1企业体制变革的相关概念2. 1. 1企业体制变革含义2. 1.2企业体制变革内容2. 1. 3企业体制变革的影响2. 2员工离职的相关概念2. 2. 1员工离职类型2.2.2员工离职原因2.2.3员工离职的影响2. 2. 4离职率的计算2. 3企业体制变革对员工离职影响第三章A公司员工的离职因素研究3.1公司概况 17
3. 2公司体制变革现状及影响3.2. 1公司体制变革内容3. 2. 2公司体制变革影响3. 3员工的离职问题现状及分析
21
i 昆明理工大学专业学位硕士学位论文
A公司体制变革背景下员工离职问题研究
3.3. 1员工离职率的分析
21
3. 3. 2体制变革中员工离职原因调查
27
3-4离职原因分析
31
3. 4. 1基层员工离职原因分析
31
3. 4. 2中高层管理者离职原因分析
32
第四章A公司离职对策研究
35
4. 1从企业层面制定离职对应政策
35
4. 1. 1企业变革文化系统的传导
35
4. 1.2重视组织承诺
35
4. 1. 3职业生涯规划辅助
36
4. 1. 4建立离职预防文化
37
4. 1. 5落实绩效管理制度
38
4. L 6客页夕卜福利制
39
4. 2从个人层面制定离职对应政策
39
4. 2. 1基层员工离职对应政策
39
4. 2. 2中高层管理者离职对应政策
41
第五章结论与展望
45
5. 1研究结论 45
5. 2研究展望 46
附录离职问卷调查
47
翻 49
銷翅 51 昆明理工大学专业学位硕士学位论文
A公司体制变革背景下员工离职问题研究
第一章绪论
1.1研究背景与意义
1.1.1研究背景
随着经济全球化趋势的发展,在这个充满挑战和机遇时代,各类企业旧的体制己
经不能够赶上社会发展的潮流,“变革”是企业管理中一个重要的研宄方向,为的是
对瞬息万变的信息环境能够即时地做出反应。因此不断地改善自身的体制适应社会的
发展是企业发展的强劲竞争力。全世界的企业都在进行着规模不一的
。。。以上简介无排版格式，详细内容请下载查看
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