顺德汽车运输有限公司员工流动问题分析及对策

论文编号:GS076  字数:17700,页数:26，有外文翻译
摘     要

 随着我国市场经济的进一步发展，市场机制在人力资源配置过程中的作用日益增强，员工向具有竞争力企业的流动频率更为加快，流动人数不断增多。在整个社会员工流动加剧的大背景下，企业如何吸引、开发、使用、留住员工，面临着严峻的压力。
 改革开放以来，民营企业伴随着工业化、城市化进程的快速推进呈现跨越式发展态势。特别是近几年，民营经济已逐步成为整个国民经济的重要组成部分，成为推动宏观经济持续稳定、快速增长的生力军。但是，随着我国市场经济的进一步发展，市场机制在员工资源配置过程中的作用日益增强。在整个社会员工流动加剧的大背景下，民营企业员工频繁跳槽表现得最为突出，这已成为民营企业家面临的最为棘手的问题。顺德汽车运输有限公司由国营企业编制改为民营企业编制后，员工流动问题尤为突出.
 本文从人力资源管理理论与企业管理等方面着手,以顺德汽车运输有限公司为例, 分别从企业薪酬制度、企业管理者经营理念、企业绩效考评和企业用人制度等方面着手分析探讨该企业员工流动问题的成因, 强调建立以人为本的企业管理理念，改变企业管理者经营理念，改善用人制度和建立科学的绩效评估奖励机制的策略来解决企业员工流动严重的问题，促进企业发展.
 
关键词:员工流动，问题，对策

Abstract
 With the fact that our country market economy going a step further develops, market mechanism strengthens gradually in effect in human resources allocation process , talented person is that the number being accelerated , being on the move increases by unceasingly more to having competition enterprise flow frequency. How, enterprise attracts , develops , uses , firmly staying talented person under big background aggravating in entire society flow of talented people, be confronted with austere pressure.
 Non-governmentally operated enterprise is accompanying industrialization , the course of urbanization fleetness is pushing forward displaying the great-leap-forward development situation since the reform and openness. Especially, over the past few years, non-state-operated economy becomes entire national economy important component already step by step , becomes the fresh activists who drives macro-economy to continue stabilizing , increasing by rapidly，but the market economy going a step further develops , market mechanism strengthens gradually in effect in resources of human talents allocation process with our country. The non-governmentally operated enterprise employee frequently abandons one occupation in favor of another showing such that being outstanding most , this already has become be most troublesome problem facing the people entrepreneur of camp under big background aggravating in entire society flow of talented people. Shun De City motor transport Ltd. is switched over to be that non-governmentally operated enterprise works out the day after tomorrow by state enterprise establishment , brain drain problem is outstanding especially.
 The main body of a book is explored first analysis importance and effect that non-governmentally operated enterprise flow of talented people situation and the characteristic, develop in the homeland as well as talented person flows to enterprise: Take brain drain of Shun De City motor transport Ltd. problem as example and then , discuss the cause of formation owing enterprise the brain drain problem , the scheme designing the problem resolving brain drain.
 
 Keywords：Employee flows , Problem，Countermeasure
 
 
目       录
1  绪论……………………...……………………....……….....………………..…………….1
  1.1  课题背景及目的… …………………………………………………………………1
  1.2  国内外研究状况……………………………………………………………………1
      1.2.1  员工流动的理论概述 …… …… …………… ………… …………1
     1.2.2  国内关于员工流动问题研究现状  …………… …………… ……………3
 1.3  课题研究方法………………………………………………………………………4
 1.4  论文构成及研究内容………………………………………………………………6
2  顺德汽车运输有限公司现状……………………………………………………………...7
  2.1  顺德汽车运输有限公司简介………………..……………………………………..7
  2.2  顺德汽车运输有限公司员工状况 ………..………….…….……………………...8
3  顺德汽车运输有限公司员工流动问题分析   ………………………………...……. 10
 3.1  员工薪酬待遇下降    ………………………………...……………....……….... 10
     3.1.1  企业经营目的转变  …………………………...……………....………....10
 3.1.2  企业薪酬向私有企业看齐………………………...……………...  .……....10
     3.1.3  工作时间延长——变相降低薪酬待遇………………………...…………11
  3.2  公司组织沟通渠道单一化    ………………………...……………....………....11
  3.3  经营者产权观念私有化………………………...……………………....………....11
     3.3.1  经营者忽视员工利益……………………...……………………....………12
     3.3.2  经营者家族式经营理念降低员工公司归属感……………………...……12
  3.4  人力资源管理制度中的任用机制不完善  ………… …………...………………12
  3.5  人力资源管理制度中的激励机制存在弊端  ……………… …….......………....13
     3.5.1  重罚轻赏………………………………...……………………....………....13
     3.5.2  激励机制不合理……………………...………………………....………....13
4  顺德汽车运输有限公司员工流动问题建议 ……………………...…………14
  4.1  要正确定位企业使命 … …………………... …………………….……………....14
  4.2  要构筑一个能够容纳员工的制度……… ……………...……………………....…15
    4.2.1  全面铺开竞争制度……………………...……………………....………....15
    4.2.2  推行健全的考评……………………... ………………………....………...16
     4.2.3  充分发挥组织与民主监督作用  ……………………...…………………17  
     4.2.4  实现能者上的有效淘汰制与拓宽下的渠道…… .……………………....17
     4.2.5  完善员工流动回避制……………………...……………………....………17
     4.2.6  实现事业单位聘用上岗  ……………………...……………………....…18
     4.2.7  实现群众评议公开制    ………………...……………………....………18 
 4.3  要注重对员工的职业生涯开发 …… ………………...……………………....……19
 4.4  要建立科学的绩效评估奖励机制……………………...……………………...……20
     4.4.1  赏罚分明与赏与罚并重    ……………………………………....……….20
     4.4.2  强化进取精神 …………....……………………...……………....………....22
     4.4.3  引入竞争办法……… ……………...…………………… ……....………....22  
     4.4.4  使用培训方法… ………………….. .…………………………....………....23
 4.5  要实行“以人为本”员工管理制度……………………...……………………....…23
结论…………………………………………………………………………………………..24
参考文献……………………………………………………………………………………..25
致谢…………………………………………………………………………………………..26