千秋基业，人才为先。在这个知识爆炸，资源稀缺的大数据时代，无论是政府机 关还是集团企业，要想有长远的发展，都必须重视优秀人才的培养。在全球经济一体 化的大背景下，企业间的行业竞争愈发激烈，生存空间愈加狭小。企业想在群雄割据 的环境中占有一席之地，就需要“整合资源，创新价值，创造财富”。而唯有人才， 才能创造。 随着人民生活水平不断提升、生活节奏不断加快，人们更加追求高品质生活，对 于饮食的要求不再仅仅是填饱肚子，而是更加注重实效、注重营养、注重安全，这也 给餐饮企业提出更大的挑战和机遇。同时，餐饮业随着饮食文化的振兴，不仅给国家 经济的发展做出了巨大贡献，还解决了大批的人员就业问题。但由于餐饮企业员工的 劳动重复单一、可替代性强、服务业技术含量低等原因，使得员工流失问题显现，导 致企业发展受限。因此分析企业员工流失问题十分必要,本文以 L 餐饮企业为研究对 象，采用案例研究的方式从以下几个方面进行研究： 首先，阐明此次研究的选题背景和研究意义，以国内外餐饮业员工流失的现状进 行分析对比，确定研究思路和研究内容；其次，对员工流动与工作匹配理论、企业文 化理论、360 度绩效考核等相关理论进行介绍，并结合人才流失的基本模型，以知名 L 餐饮企业为例，对公司简介、社会及行业背景、公司经营状况、员工管理存在的问 题进行描述；再次，列举三个典型员工流失的案例进行分析，反映员工离职共性问题 并寻求 L 餐饮企业在员工管理方面存在问题的原因。最后，在核心团队建立、薪酬与 绩效考核、职业生涯规划、企业文化管理及人员招聘任用方面提出相应的意见和建议。 希望通过该研究，能够打破餐饮企业固有模式，为餐饮人员的管理提供参考和借鉴。 关键词：人才流失；薪酬和绩效；企业文化L 公司员工流失案例研究 I ABSTRACT Talents come first. In the era of big data with knowledge explosion and resource scarcity, no matter what government or corporation must attach importance to the cultivation of outstanding talents for have long-term development. Under the background of economy globalization, the competition of enterprises is becoming more intense which makes the living space narrower. If enterprises want to occupy a place in a divided environment, they need to integrate resources, innovate value and create wealth. Only talents can create it. With the continuous improvement of life level and the quick march of life rhythm, people are pursuing a higher quality of life. The requirement for food is not just to fill the stomach, but to pay more attention to efficiency, nutrition and safety, which also give us more challenges and opportunities. At the same time, with the revitalization of diet culture, the catering industry has not only made great contributions to the development of the national economy, but also solved a large number of employment problems. However, due to single labor duplication, the strong substitutability and low technical content, which lead to the problem of employee turnover and the limited development of enterprises. Therefore, it is necessary to analyze the problem of employee turnover. This paper takes L catering enterprise as the research object, using the case study from the following several aspects: First, it expounds the background and significance of the topic research. Through the analysis and comparison of employee turnover at home and abroad, the research ideas and contents are determined. Secondly, it introduces the theory of employee turnover and work matching, corporate culture theory and 360 degree performance appraisal, combined with the basic model of brain drain. Taking the well-known L enterprise as an example, it describes the company profile, social and industry background, the company's operating status and the staff management problems. Again, it lists three typical cases of brain drain, reflecting the common problems of employee turnover and seeking the reasons for the problems of L catering enterprises in the management of employees. Finally, the suggestions on compensation and performance assessment, career planning, enterprise culture and staff training, welfare management and personnel selection are put forward. It is hoped that this research can break the inherent pattern of catering enterprises and provide reference for the management of catering staff. KEYWORDS: brain drain; compensation and performance; enterprise cultureL 公司员工流失案例研究 1 目 录 第一章 绪论....................................................................................................1 第一节 选题背景............................................................................................................1 第二节 研究目的和意义................................................................................................1 第三节 国内外员工流失理论研究现状........................................................................2 一、国外研究现状.........................................................................................................2 二、国内研究现状.........................................................................................................4 第四节 研究内容和研究方法........................................................................................5 一、研究内容.................................................................................................................5 二、研究方法.................................................................................................................5 第二章 相关理论概述....................................................................................7 第一节 理论依据............................................................................................................7 一、员工流动和年龄匹配理论.....................................................................................7 二、企业文化管理理论.................................................................................................8 三、360 度绩效考核理论..............................................................................................9 第二节 人才流失的基本模型......................................................................................10 一、马奇和西蒙模型概述...........................................................................................10 二、莫布雷中介链及扩展的莫布雷模型...................................................................11 第三章 案例正文..........................................................................................13 第一节 公司简介..........................................................................................................13 第二节 社会及行业背景..............................................................................................16 第三节 公司人员状况分析..........................................................................................17 第四节 管理案例的描述..............................................................................................19 一、高层管理干部的离任...........................................................................................19 二、中层管理人员的辞职...........................................................................................20 三、一线服务员工的出走...........................................................................................22 第四章 案例原因分析..................................................................................24 第一节 员工个体特征..................................................................................................24 一、年龄方面...............................................................................................................24目录 2 二、个性方面...............................................................................................................24 三、工龄方面...............................................................................................................24 第二节 公司内部原因..................................................................................................24 一、沟通机制不健全...................................................................................................24 二、激励机制不完善...................................................................................................2