I 摘要 在新时代，人力资源已经成为重要的生产要素和社会财富，是经济、社会发展的 源泉，是企业健康成长的关键。然而，企业一线员工流失问题对企业的管理能力、竞 争能力、创新能力等各方面带来了严峻的挑战，本文的研究对象HL公司正面临着这 样的问题。随着我国基础设施建设投入力度不断加大，建筑建材行业对员工的需求缺 口也在呈直线上升趋势，HL公司出现的一线员工流失问题已经难以支撑其在激烈的 市场竞争中站稳脚跟。如果不及时加以解决势必给企业带来诸如成本上升、管理动荡 等一系列影响，从而给企业的正常经营造成不可估量的损失。因此，HL公司急需解 决一线员工流失问题，稳定企业人才队伍，提高企业的竞争力，帮助企业在市场化浪 潮中赢得一席之地。 HL公司人员流失具有流失人员为一线员工、流失人数众多且呈上升趋势、流失 员工入职年限短且年龄较小等显著特征。HL公司一线员工的流失给企业正常运转带 来了不可忽视的影响，破坏了企业员工队伍的稳定性，对企业正常生产造成了一定损 失，同时人员流失还带来了一些深层次的影响，如对企业的安全生产工作埋下了隐患， 降低了企业的竞争力等。 本文以HL公司一线员工流失为研究内容，借助调查问卷，通过因子分析等方法， 对企业人力资源管理进行全方位分析，发现HL公司一线员工流失存在着薪酬因素、 职业发展因素、环境因素、企业文化因素等几个方面的原因，通过对HL公司人员流 失原因分析并结合企业人员流失特征，HL公司可以通过完善薪酬分配模式、改善工 作环境、加强职业规划、营造良好企业文化等手段来解决员工流失问题，稳定企业员 工队伍，不断提升企业竞争力。希望通过本文的研究能为HL公司及类似企业解决一 线员工流失问题提供一定的参考和借鉴作用。 关键词：人力资源管理；人员流失；一线员工；竞争力 山东理工大学硕士学位论文ABSTRACT II ABSTRACT Inthenewera,humanresourceshavebecomeimportantproductionfactorsandsocial wealth,thesourceofeconomicandsocialdevelopment,andthekeytothehealthygrowth ofenterprises.However,theproblemoffront-lineemployeeturnoverinenterpriseshas broughtseverechallengestothecompany'smanagementcapabilities,competitiveness,and innovationcapabilities.TheresearchobjectofthisarticleisthatHLCompaniesarefacing suchproblems.WiththeincreasinginvestmentininfrastructureconstructioninChina,the gapinthedemandforemployeesinthebuildingmaterialsindustryisalsorising,andthe problemoffront-lineemployeeturnoveratHLhasbeendifficulttosupportitinafierce marketcompetition.Ifitisnotresolvedintime,itwillinevitablybringaseriesofimpacts suchasrisingcostsandmanagementturmoiltotheenterprise,whichwillcause immeasurablelossestothenormaloperationoftheenterprise.Therefore,HLCompanies urgentlyneedtosolvetheproblemoffront-lineemployeeturnover,stabilizethecompany's talentteam,improvetheircompetitiveness,andhelpthemwinaplaceinthemarketwave. HL'sstaffturnoverhassignificantcharacteristicssuchasfront-linestaffturnover,a largenumberofstaffturnoverandanupwardtrend,shortemploymentperiodandyounger ageofthestaffturnover.Thelossoffront-lineemployeesofHLCompanyhasbroughta non-negligibleimpactonthenormaloperationofthecompany,disruptedthestabilityof thecompany'sworkforce,causedacertainlosstothenormalproductionofthecompany, andthelossofpersonnelalsobroughtsomedeep-leveleffects,suchasHiddendangersto thecompany'sworksafety,andreducethecompetitivenessofthecompany. Thisarticletakesthefront-lineemployeeturnoverofHLCompanyastheresearch content,andusesaquestionnairetoanalyzethehumanresourcemanagementofthe companythroughfactoranalysisandothermethods.Itisfoundthattherearecompensation factors,careerdevelopmentfactors,environmentalfactors,andcompaniesinthefront-line employeeturnoverofHLCompany.Culturalfactorsandotherreasons.Byanalyzingthe causesofHLstaffturnoverandcombiningthecharacteristicsofcorporatestaffturnover, HLcompaniescansolvetheiremployeesbymeanssuchasimprovingthesalary distributionmodel,improvingtheworkingenvironment,strengtheningcareerplanning, andbuildingagoodcorporateculture.Theissueofattritionstabilizesthecompany's workforceandcontinuouslyimprovesitscompetitiveness.Itishopedthattheresearchin thisarticlecanprovidesomereferenceandreferenceforHLCompaniesandsimilar enterprisestosolvetheproblemoffront-lineemployeeturnover. 山东理工大学硕士学位论文ABSTRACT III Keywords:HumanResourcesManagement;StaffTurnover;Front-lineEmployees; Competitiveness; 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研究背景与意义......................................................................................................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......................................................................................................2 1.2.1人员流失的相关理论及认识.........................................................................2 1.2.2人员流失的影响因素.....................................................................................3 1.2.3人员流失的防控.............................................................................................4 1.2.4文献评述........................................................................................................5 1.3本文研究的思路与方法..........................................................................................6 1.3.1研究内容........................................................................................................6 1.3.2研究方法........................................................................................................7 1.3.3技术路线图....................................................................................................7 第二章人员流失相关理论基础........................................................................................9 2.1人员流失相关理论及概念......................................................................................9 2.1.1人员流失的界定............................................................................................9 2.1.2库克曲线........................................................................................................9 2.1.3马斯洛需求层次理论..................................................................................10 2.2人员流失模型研究................................................................................................11 2.2.1普莱斯模型..................................................................................................11 2.2.2马奇和西蒙模型..........................................................................................12 2.2.3莫布雷中介链模型......................................................................................13 2.3人员流失的影响因素............................................................................................13 第三章HL公司人力资源管理现状.................................................................................15 3.1HL公司概况...........................................................................................................15 3.2HL公司人力资源管理现状...................................................................................15 3.2.1HL公司组织结构.........................................................................................15 3.2.2HL公司人力资源管理问题.........................................................................15 3.2.3HL公司一线员工基本情况.........................................................................16 3.3HL公司一线员工流失现状分析...........................................................................17 3.2.1HL公司一线员工流失特征..........................................