随着我国经济社会发展进入新常态，经济结构性调整不断提速，市场竞争愈发激 烈。而中国人口老龄化问题日益突出，“人口红利”逐渐消逝，企业尤其是劳动密集 型企业招工难、用工难越来越突出，一线员工流失率居高不下。这种现象对企业的稳 定发展产生了严重的影响，导致企业运营成本增加，员工队伍不稳定，生产效率降低， 继而严重威胁到中小企业的平稳发展。 B公司是一家以服装制造、代加工为主要业务的劳动密集型企业，在发展期间也 遇到了许多问题，其中比较严重就是一线员工流失问题，已经影响到企业的正常运营。 本文以B公司的一线员工为研究对象，基于员工流失相关理论、需求层次理论、 满意度分析等基础理论，综合运用文献阅读法、问卷调查法等对一线员工的行为特征、 流失原因进行分析，并试图寻找适合一线员工的管理方式方法，改善B公司一线员工 高流失率现状，以促进企业的可持续发展。本论文的研究过程是到B公司实地了解一 线员工的管理现状及流失现状，通过与人力资源管理部门主管沟通，翻阅近几年员工 离职面谈记录了解员工离职情况，并在在岗一线员工中发放调查问卷进一步获取一线 员工对公司的满意度及流失影响因素的相关数据，得出B公司一线员工流失的主要原 因有：公司薪酬福利制度不健全，员工对工资待遇不满意；培训、晋升制度不合理， 职业发展有限；工作压力大，工作环境、生活环境舒适度低；管理方法粗暴，员工感 到不受尊重以及企业文化问题等。在降低B公司一线员工高流失率的策略方面，本文 提出四点应对措施：一是树立“以人为本”的企业文化；二是转变管理方式和方法， 尊重与认可员工，提高员工的体面劳动感知；三是优化薪酬福利制度，提高企业薪酬 福利对一线员工的吸引力；四是建立全面的人才培训和发展规划，关注员工个人成长 及帮助构建职业生涯规划。 本论文的研究结论对于完善B公司管理机制，吸引留住一线员工具有十分重要的 意义，同时对其他服装加工代加工的中小企业也具有一定的理论借鉴意义。 关键词：一线员工；员工流失；留用策略 B公司一线员工流失问题诊断及应对策略研究 I ABSTRACT Withtheeconomicandsocialdevelopmentofourcountryenteringthenewnormal, economicstructuraladjustmenthascontinuedtoaccelerate,andmarketcompetitionhas becomeincreasinglyfierce.However,theproblemofagingpopulationinChinais becomingmoreandmoreprominent,the"demographicdividend"isgradually disappearing,Enterprises,especiallylabor-intensiveenterprises,havedifficultyin recruitingworkersandemploymentdifficulties,andtheturnoverrateoffront-line employeesremainshigh.Thisphenomenonhashadaseriousimpactonthestable developmentofenterprises,resultinginincreasedoperatingcosts,unstablestaff,and reducedproductionefficiency,whichinturnseriouslythreatenedthesteadydevelopment ofsmallandmedium-sizedenterprises. CompanyBisalabor-intensiveenterprisewithgarmentmanufacturingand processingasitsmainbusiness.Duringthedevelopmentperiod,italsoencounteredmany problems.Amongthem,theseriousproblemisthelossoffront-lineemployees,whichhas affectedthenormaloperationofthecompany. Thisarticletakesthefirst-lineemployeesofCompanyBastheresearchobject,based onthebasictheoryofemployeeturnoverrelatedtheory,demandleveltheory,satisfaction analysisandotherbasictheories,andcomprehensivelyusesliteraturereadingmethod, questionnairesurveymethod,etc.toanalyzethebehaviorcharacteristicsandreasonsof first-lineemployees.Inordertopromotethesustainabledevelopmentofthecompany,we trytofindthemanagementmethodsuitableforthefirst-lineemployeesandimprovethe highturnoverrateofthefirst-lineemployeesofCompanyB.Theresearchprocessofthis paperistounderstandthemanagementstatusandlossstatusoffirst-lineemployeesinthe fieldofCompanyB.Throughcommunicationwiththeheadofhumanresources management,wecanlookthroughtheemployeeexitinterviewrecordsinrecentyearsto understandtheemployeedeparturesituation.Inaddition,thefirstlineemployeesweresent questionnairestoobtaintherelevantdataonthesatisfactionandlossfactorsofthefirstline employees.ThemainreasonsforthelossofthefirstlineemployeesofCompanyBwere: thecompany'scompensationandwelfaresystemwasnotperfect,andemployeeswerenot satisfiedwiththesalary.;Thetrainingandpromotionsystemisunreasonableandcareer developmentislimited;Workpressure,workingenvironment,livingenvironmentcomfort low;Managementmethodsarerough,employeesfeelunrespected,andcorporateculture ABSTRACT II issues.Inthestrategyofreducingthehighturnoverrateofthefirst-lineemployeesof CompanyB,thispaperputsforwardfourcountermeasures:First,establisha "people-oriented"corporateculture;Thesecondistochangemanagementmethodsand methods,respectandrecognizeemployees,andimproveemployees'senseofdecentwork; Third,optimizethecompensationandwelfaresystemandimprovetheattractivenessof corporatecompensationandwelfaretofrontlineemployees;Thefourthistoestablisha comprehensivetalenttraininganddevelopmentplan,payattentiontothepersonalgrowth ofemployeesandhelpbuildacareerplan. Theconclusionsofthispaperareofgreatsignificanceforperfectingthemanagement mechanismofCompanyBandattractingandretainingfront-lineemployees,andalsohave certaintheoreticalreferencesignificanceforotherlabor-intensiveprocessingand manufacturingenterprises. Keywords:front-lineemployees;employeeturnover;Retentionstrategy B公司一线员工流失问题诊断及应对策略研究 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 一、研究目的.........................................................................................................1 二、研究意义.........................................................................................................2 第三节国内外研究现状.........................................................................................3 一、国外研究现状.................................................................................................3 二、国内研究现状.................................................................................................4 第四节研究内容和方法.........................................................................................5 一、研究内容.........................................................................................................5 二、研究方法.........................................................................................................7 第二章相关概念界定及理论基础.........................................................8 第一节相关概念界定.............................................................................................8 一、一线员工.........................................................................................................8 二、员工流失.........................................................................................................8 三、劳动密集型企业...........................................................................................8 第二节理论基础.......................................................................................................8 一、员工流失相关理论.........................................................................................8 二、激励理论.........................................................................................................9 三、员工满意度对流失的影响...........................................................................10 第三章B公司人力资源情况及其一线员工流失现状.......................11 第一节公司发展概况...........................................................................................11 第二节一线员工基本情况...................................................................................11 第三节一线员工流失情况...................................................................................12 第四节B公司一线员工流失产生的影响...........................................................15 一、直接影响.......................................................................................................15 二、间接影响.......................................................................................................16 目录 2 第四章B公司一线员工流失问题诊断...............................................17 第一节员工离职面