I 摘要 在市场经济日渐繁荣发展的今天，各行业之间、各企业之间的竞争日渐激烈， 高素质的人才、高水平的员工作为企业核心竞争力之一，其实很大程度上决定了 企业能否在群雄逐鹿的市场经济中脱颖而出。但近些年，随着经济的持续发展以 及交通的日趋便利，地域界线被逐渐打开，网络招聘网站的出现使得人们能够更 加便捷的获取到更多更广的招聘信息，加之人们对跳槽看法的转变，进一步加速 了企业员工主动流动的频率及广度，而员工主动流失率较高会对企业正常经营产 生一定程度的负面影响，所以如何留住企业现有员工是每个身处激烈竞争中的企 业急需思考的难题。 在充分研究国内外员工流失理论知识的基础之上，本文选取当地一家具有一 定知名度的机械制造公司——TZ公司作为研究对象，采用实地走访和调查问卷相 结合的方法，了解TZ公司技术型员工流失问题，分析技术型员工频繁流失的原因， 并将员工流失的主要原因归纳为企业外部、内部和员工个人三方面，在此基础上， 提出完善员工的薪酬体系、提供职业发展和晋升机会、健全人才培养机制、重视 人才招聘等一系列针对性的改善意见。希望能够帮助TZ公司改变技术型员工高流 失率的现状，同时也为其他面临同样问题的制造型企业提供一定的借鉴与参考。 关键词：技术型员工；员工流失；人力资源管理；薪酬制度；绩效管理 Abstract II Abstract With the increasingly prosperous development of the market economy today, the competition among various industries and enterprises is becoming increasingly fierce. High-quality talents and high-level employees are one of the core competitiveness of an enterprise. In fact, it largely determines whether an enterprise can Stand out in the market economy where the crowds are competing. However, in recent years, as the economy continues to develop and transportation becomes more convenient, geographical boundaries have been gradually opened. The emergence of online recruitment websites has made it easier for people to obtain more and broader recruitment information, and people’s perception of job-hopping. The change has further accelerated the frequency and breadth of the active turnover of employees. The high rate of active turnover of employees will have a certain degree of negative impact on the normal operation of the enterprise. Therefore, how to retain the existing employees of the enterprise is for everyone in the fierce competition. Problems that enterprises urgently need to think about. On the basis of fully studying the theoretical knowledge of employee turnover at home and abroad, this article selects a well-known local machinery manufacturing company-TZ company as the research object, and uses a combination of field visits and questionnaires to understand the technical employees of TZ company The problem of churn, analyze the reasons for frequent churn of technical employees, and summarize the main reasons for employee churn into three aspects: external, internal, and individual employees, and then put forward some targeted improvements based on the listed reasons, such as improving the employee compensation system, Provide career development and promotion opportunities, improve the talent training mechanism, and attach importance to talent recruitment. I hope to help TZ Company change the current situation of high turnover rate of technical employees, and also provide some reference and reference for other manufacturing enterprises facing the same problem. Keywords: technical staff; staff turnover; human resource management; salary system; performance management 目 录 III 目 录 摘要 ······ I Abstract ···· II 第1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国内外研究综述 ··· 2 1.2.1国外研究现状 2 1.2.2国内研究现状 3 1.2.3研究评述·········· 4 1.3研究方法和思路 ··· 5 1.3.1研究方法·········· 5 1.3.2研究思路·········· 6 1.4 研究内容 ················ 7 第2章 理论基础 ·········· 8 2.1 技术型员工的界定 ················· 8 2.2 员工流失的概念 ·· 8 2.2.1 员工流失的定义 ··············· 8 2.2.2 员工流失率 ··· 9 2.3 员工流失相关理论 ················· 9 2.3.1 March & Simon模型 ·········· 9 2.3.2 Mobley（1979）扩展的中介链模型 ······· 10 2.3.3 Price-Mueller（2000）模型 11 2.4 与员工流失相关的其他理论 ··· 13 2.4.1 赫兹伯格双因素理论 ······· 13 2.4.2 薪酬激励理论 ················ 13 2.4.3 绩效考核理论 ················ 13 2.4.4 职业生涯理论 ················ 14 目 录 IV 2.5 本章小结 ········· 15 第3章 TZ公司技术型员工流失现状 · 16 3.1 TZ公司基本情况 16 3.1.1 企业组织架构 ················ 16 3.1.2 企业员工分类 ················ 18 3.1.3 企业岗位介绍 ················ 18 3.1.4 企业经营情况 ················ 19 3.2 技术型员工现状 20 3.2.1 技术型员工岗位分布 ······· 20 3.2.2 技术型员工性别比例 ······· 22 3.2.3 技术型员工年龄结构 ······· 22 3.2.4 技术型员工学历情况 ······· 23 3.2.5 技术型员工婚姻状况 ······· 23 3.2.6 技术型员工总体情况 ······· 23 3.3 技术型员工流失情况 ············ 24 3.3.1 流失员工人数及所属年度 · 24 3.3.2 流失员工性别比例 ·········· 25 3.3.3 流失员工年龄结构 ·········· 25 3.3.4 流失员工学历情况 ·········· 26 3.3.5 流失员工婚姻状况 ·········· 26 3.3.6 流失员工整体情况 ·········· 27 3.4 本章小结 ········· 27 第4章 TZ公司技术型员工流失原因分析 ············· 28 4.1 调查问卷 ········· 28 4.1.1 调查问卷的设计 ············· 28 4.1.2 调查问卷的发放与回收 ···· 28 4.1.3 调查问卷结果统计 ·········· 29 4.2 访谈情况 ········· 31 4.3 员工流失原因分析 ··············· 31 4.3.1 企业外部原因 ················ 32 4.3.2 企业内部原因 ················ 34 4.3.3 员工个人原因 ················ 39 4.4 本章小结 ········· 40 目 录 V 第5章 TZ公司技术型员工流失的对策研究 ··············· 42 5.1 针对外部流失原因的企业对策 42 5.2 针对内部流失原因的企业对策 42 5.2.1 完善员工薪酬体系 ·········· 42 5.2.2 提供职业发展和晋升机会 · 45 5.2.3 健全人才培养机制 ·········· 46 5.2.4 重视人才招聘 ················ 48 5.2.5 提高岗位匹配度 ············· 49 5.2.6 创新绩效考核制度 ·········· 50 5.3 针对员工个人原因的企业对策 51 5.3.1 营造良好的工作氛围 ······· 51 5.3.2 尊重员工个性 ················ 51 5.4 本章小结 ········· 51 结论 ······· 53