I 摘要 随着中国经济社会的不断发展和市场经济的不断完善，市场主体之间的竞争越来 越激烈，在激烈的竞争中，拥有一支稳定的高素质的员工队伍对于企业实现持续的高 质量的发展越来越重要。在市场的实际运行中很多民营企业存在竞争力不强、发展劲 头不足的问题，究其原因，员工的严重流失、员工队伍的稳定性差是企业发展很重要 的一个制约因素，本文的研究对象HTKJ公司正面临着这一问题的困扰。HTKJ公司 员工流失问题给企业带来了诸多负面影响，包括造成人力资源管理成本损失，降低企 业生产效率和产品质量，破坏企业凝聚力，不利于企业文化建设等。HTKJ公司必须 及时查找原因并探索有效的应对策略，改善自身在人力资源管理、工资绩效管理、公 司文化建设等方面存在的问题，以实现企业的高质量发展。 本文在研究过程中通过仔细收集HTKJ公司提供的内部资料，认真阅读国内外学 者关于人力资源管理、绩效管理、企业文化建设等方面的文献资料，获得了很多与企 业员工流失相关的理论信息。通过实地调研、访谈采访等方式了解了HTKJ公司的基 本情况、公司的各项人力资源管理制度等信息，分析了员工流失的现状和基本特征， 并阐述了员工流失给企业造成的负面影响。在此基础之上，通过调查问卷方法，针对 调查群体，设计并发放了调查问卷，对回收的调查问卷进行了统计分析，梳理并汇总 出对员工流失产生影响的主要因素，即薪酬水准较低、福利保障措施缺失、工作环境 不友好、公司的管理方式缺乏人性化、企业文化吸引力不足、缺乏员工职业生涯规划、 公司的培训和学习制度不健全等方面。究其根本主要是因为企业没有从战略高度上充 分重视人力资源的建设，企业的人力储备工作和管理工作并没有与经营发展同步。在 分析得出HTKJ公司员工流失的原因之后，本文有针对性地提出了应对策略，主要包 括七个方面，即构建合理有竞争力的薪酬体系、完善员工福利保障制度、创建适宜的 工作环境、实施科学的管理方式、建设具有人文关怀的企业文化、制定有针对性的员 工职业生涯规划、健全员工培训体系，最终建立以人为本、科学完整的经营发展理念 和人力资源管理体系，帮助企业实现可持续发展。 关键词：员工流失；员工激励；企业文化；薪酬体系 山东理工大学硕士学位论文ABSTRACT II ABSTRACT WiththedevelopmentofChina'seconomyandsocietyandtheimprovementofthe marketeconomy,thecompetitionbetweenthemarketsubjectsismoreandmorefierce.In thefiercecompetition,itismoreandmoreimportantforenterprisestohaveastableand high-qualitystaffteamtoachievehigh-qualitydevelopment.Intheoperationofthemarket, manyprivateenterpriseshavetheproblemsofweakcompetitivenessandinsufficient developmentmomentum.Thereasonisthattheseriouslossofemployeesandthepoor stabilityofthestaffareveryimportantconstraintsforthedevelopmentofenterprises. ResearchobjectHTKJisfacingthisproblem.TheemployeeturnoverproblemofHTKJ hasbroughtmanynegativeeffectstotheenterprise,suchas:causinglossofhuman resourcemanagementcosts,interferingwiththecompany'sworkperformance,and destroyingthecohesionoftheenterprise.HTKJmustfindthereasonsintimeandexplore effectivecountermeasurestoimproveitsownproblemsinhumanresourcemanagement, salaryperformancemanagement,companycultureconstructionandsoon,inorderto achievehigh-qualitydevelopmentoftheenterprise. Intheresearchprocess,thispapercollectedtheinternalinformationprovidedby HTKJ,studiedtheliteratureofdomesticandforeignscholarsonhumanresource management,performancemanagement,corporatecultureconstruction,andobtainedalot oftheoreticalinformationaboutemployeeturnover.Throughinvestigations,interviews andotherwaystounderstandthebasicsituationofHTKJ,thecompany'shumanresource managementsystemandotherinformation,analyzedthecurrentstatusandbasic characteristicsofemployeeturnover,andexplainedthenegativeimpactofemployee turnover.Onthisbasis,accordingtothesurveygroup,thequestionnaireisdesignedand issued,andthecollectedquestionnaireisstatisticallyanalyzed.Themainfactorsthataffect thelossofemployeesaresortedoutandsummarized,namely,thelowersalarylevel,lack ofwelfaremeasures,unfriendlyworkingenvironment,lackofhumanizationof managementmethods,lackofattractivecorporateculture,lackofcareerplanningfor employees,andinadequatetrainingsystemofthecompany.Thefundamentalreasonisthat companiesdonotattachgreatimportancetotheconstructionofhumanresourcesfroma strategicperspective.AfteranalyzingthereasonsforthelossofHTKJemployees,this paperhasproposedtargetedcountermeasures,whichmainlyincludesevenaspects: constructingareasonablesalarysystem,improvingemployeewelfaresystem,creatinga suitableworkingenvironment,implementingscientificmanagementmethods,buildinga 山东理工大学硕士学位论文ABSTRACT III humanecaringcorporateculture,andformulatingemployeecareerplanning,perfecting employeetrainingsystem,andultimatelyestablishapeople-oriented,scientificand completebusinessphilosophyandhumanresourcemanagementsystemtohelpcompanies achievesustainabledevelopment. Keywords:EmployeeTurnover;EmployeeMotivation;CompanyCulture;Salary System 山东理工大学硕士学位论文目录 IV 目录 摘要.................................................................................................................................I ABSTRACT..........................................................................................................................II 目录..............................................................................................................................IV 第一章绪论................................................................................................................1 1.1研究背景和意义.......................................................................................................1 1.1.1研究背景.........................................................................................................1 1.1.2研究意义.........................................................................................................2 1.2国内外研究现状.......................................................................................................3 1.2.1国外研究现状.................................................................................................3 1.2.2国内研究现状.................................................................................................5 1.2.3文献评述.........................................................................................................6 1.3研究的主要内容和方法...........................................................................................7 1.3.1研究内容.........................................................................................................7 1.3.2研究方法.........................................................................................................8 1.3.3技术路线.........................................................................................................9 第二章员工流失的相关理论..........................................................................................11 2.1员工激励的相关理论.............................................................................................11 2.1.1马斯洛需求层次理论...................................................................................11 2.1.2赫茨伯格的双因素理论...............................................................................11 2.1.3亚当斯的公平理论.......................................................................................12 2.1.4期望理论.......................................................................................................12 2.2企业文化的相关理论.............................................................................................13 2.2.1企业文化层次理论.......................................................................................13 2.2.2利益相关者理论...........................................................................................13 2.3职业发展的相关理论.............................................................................................14 2.3.1人职匹配理论...............................................................................................14 2.3.2职业生涯发展阶段理论...............................................................................14 第三章HTKJ公司员工流失现状及影响剖析...............................................................15 3.1HTKJ公司及管理制度概况............................................................................