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论文作者（签名）:
2021年 12月 14日
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2021年 12月 14日
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GR公司一线员工流失问题研究
摘要
高速发展的市场经济，加剧了企业之间的竞争。在劳动密集型企业中，一
线员工在企业中发挥着主力军的作用，是企业价值的直接创造者，促进着企业
快速发展，争夺一线员工在企业之间变得悄然激烈。尽管各家企业都在使出浑
身解数吸引一线求职者，但是招进来的新员工留不住、老员工干不长，一线员
工逐年升高的流失率却成了各家企业的焦点问题。这种现象增加了企业的用工
成本，影响了企业的生产效率，同时也影响了企业在社会上的声望。因此，很
多劳动密集型企业的人力资源部门都在不断探索解决这一燃眉问题的策略。
论文中的GR公司是本人工作了十年的一家国有控股企业，是一个以生产空
调为主的劳动密集型企业，一线员工流失问题在该企业表现的较为严峻，因此
基于案例研究的真实性，本文以GR公司一线员工流失问题作为研究对象。在学
习相关人力资源方面的理论和概念后，通过阅读硕博论文和期刊文献，梳理出
了国内外员工流失的原因和行为特征，继而开展对该企业一线员工流失现状分
析。在对离职面谈分析和电话回访后，分别又从预防和补救的角度，设计了一
线在职员工满意度问卷调查表和一线离职员工问卷调查表，试图找出一线员工
的流失原因。通过对一线在职员工满意度问卷的设计，以期找出目前企业自身
存在的不足之处对员工流失的影响程度，同时对一线离职员工发放问卷调查查
找真正影响员工流失的原因。最后，经过多维评估把一线员工离职的主要原因
归纳为外部环境因素、组织内部因素和员工个人因素，然而外部环境因素和员
工个人因素较为不确定，因此本文立足于组织内部因素，以企业内部为视角挖
掘GR公司员工流失的根本原因，造成员工流失的主要因素集中在企业人本文化
缺失、管理方式不科学和职业晋升困难。针对GR公司这些一线员工流失因素，
本文制定了一系列对策：首先提出了通过打造特色企业文化，加强员工关爱和
构架和谐环境对员工人性化管理；其次要改变不科学的管理方式，赋予员工权
利让员工以主人翁身份参与公司建设中；满足员工的职业发展需求，让员工在
企业有发展空间。
本论文的研究结论从企业角度完善GR公司的人力资源管理机制，改善了
GR公司的一线员工流失现状，对提高员工的稳定性具有十分重要的意义，并希
望给其他空调企业在人员流失问题上能够起到借鉴作用。
关键词：一线员工；人员流失；工作满意度
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ABSTRACT
The rapid development of market economy has intensified the competition among
enterprises. In labor-intensive enterprises, front-line employees play a major role in the
enterprise, are the direct creators of enterprise value, promote the rapid development of
enterprises, and competition for line employees becomes quietly fierce among enterprises.
Although companies are making every effort to attract front-line job seekers, the increasing
turnover rate of front-line employees has become the focus of enterprises. This phenomenon
increases the labor cost of enterprises, affects the production efficiency of enterprises, and also
affects the social reputation of enterprises. Therefore, the human resources department of
many labor-intensive enterprises is constantly exploring the strategy to solve this burning
eyebrow problem.
The GR company mentioned in this paper is a state-owned holding company that l have
worked for ten years. lt is a labor-intensive enterprise mainly producing air conditioners, and
the problem of front-line employee turnover is serious in this enterprise. Therefore, based on
the authenticity of the case study, this paper takes the front-line employee turnover of GR
Company as the research object. After learning relevant theories and concepts of human
resources, I sorted out the causes and behavioral characteristics of staff turnover at home and
abroad by reading postgraduate and doctoral papers and journal literature, and then carried out
an analysis of the current situation of front-line staff turnover of the enterprise. After analyzing
the dimission interview and telephone interview, from the perspective of prevention and
remedy, the questionnaire of satisfaction of front-line in-service employees and the
questionnaire of front-line dimission employees were designed to find out the reasons for the
turnover of front-line employees. Through the design of the questionnaire on the satisfaction of
front-line employees, it is expected to find out the extent of the impact of the current
shortcomings of the enterprise on the employee turnover. Meanwhile, a questionnaire survey is
issued to the front-line employees to find out the real reasons for the employee turnover. Finally,
put a line of multi-dimensional assessment of the main causes of employee turnover as the
external environment factors, organization factors and individual factors, but the external
environment factors and personal factors are uncertain, so this article is based on factors within
the organization, in the perspective of enterprise internal dig the root cause of the GR company
staff turnover, resulting in the loss of employees focused on the main factors Lack of humanistic
culture, unscientific management style and difficulty in career promotion. In view of these
factors of front-line staff turnover in GR Company, this paper first proposes to reshape the
corporate culture, strengthen staff care and build a harmonious environment to humanize staff
management; Secondly, unscientific management should be changed to empower employees to
participate in the construction of the company as masters. Help employees to make career
plans, so that employees have development space in the enterprise.
The research conclusion of this paper is to improve the human resource management
mechanism of GR company from the perspective of enterprises, improve the current situation
of front-line staff turnover of GR company, which is of great significance to improve the stability
of staff, and hope to play a reference role for other air conditioning enterprises in the problem
of staff turnover.
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