《硕士论文：a企业研发人员离职问题研究》由会员分享，可在线阅读，更多相关《硕士论文：a企业研发人员离职问题研究（38页珍藏版）》请在金锄头文库上搜索。
1、 A企业研发人员离职问题研究Research on the Turnover Employee InA Enterprise广东财经大学学位论文原创性声明本人郑重声明：所呈交的学位论文是本人在导师的指导下独立进行研究工作所取得的成果。除文中已经注明引用的内容外，本论文不含任何其他个人或集体已经发表或撰写过的作品成果。对本文的研究做出重要贡献的个人和集体，均已在文中以明确方式标明。因本学位论文引起的法律后果完全由本人承担。学位论文作者签名:签字日期：年月日广东财经大学学位论文版权使用授权书本学位论文作者完全了解广东财经大学有关保留、使用学位论文的规定，有权保留并向国家有关部门或机构送交论文的纸质
2、版和电子版，允许论文被查阅和借阅。本人授权广东财经大学可以将学位论文的全部或部分内容编入有关数据库进行检索，可以采用影印、缩印或扫描等复制手段保存、汇编学位论文。（保密的学位论文在解密后适用本授权书）学位论文作者签名：导师签名：签字日期：年月日I摘要人力资源管理的内容很多，但无论是企业、管理者还是员工，都把人力资源规划和招聘配置放在首要位置。合理分配人力资源以及为企业招聘优秀人才固然重要，但是员工离职问题近年来显得越来越重要，尤其是科技行业，由于研发人员频繁离职而导致人力培训成本增加、核心技术流失、客户服务下降等严重后果日益严重，如何合理地解决企业发展中遇到的这一问题，已经越来越引起企业和学者
3、的密切关注与重视。基于上述情况，本研究以 A 企业研发人员离职为研究对象，试图探讨研发人员离职的深层次原因，以帮助企业解决留人的问题。首先，论文从选题的研究背景、研究意义着手，阐述了论文的内容和结构，并对研发人员离职相关概念进行了界定。其次，分析了 A 企业员工离职的情况，具体从 A 企业员工离职研发人员所在的部门、服务年限、年龄、学历等方面着手，进行深入分析，制作离职面谈记录表，运用离职面谈法，一对一和离职研发人员进行不少于三十分钟的离职面谈，比较详尽地从外部因素（行业周期/政策导向/市场供求） 、内部因素（企业前景/企业文化/ 企业制度/工作压力/工作性质/职务调整/薪资福利/主管因素/同
4、事影响） 、个人因素（发展机会/创业影响/ 返乡影响/健康影响）等三个方面分析员工离职的原因。最后，在清晰了解和掌握离职原因的大数据后，有针对性地提出了降低 A 企业研发人员离职率的对策，相信这种分析和对策对其他企业也会有一定的参考价值。关键词：离职率；离职原因；研发人员；职业发展IIABSTRACTHuman resources have six modules which are refers to the human resource planning， recruiting, training and development, performance management, salar
5、y welfare management， labor relations. Reasonable allocation of manpower and talents introducing for the enterprise are important,but the problem of employee turnover in labor relations is closely connected with the development of enterprises.By Humans entering the era of rapid development of scienc
6、e and technology, high technology companies have beening boomed quickly. People who master the technical skills， creativity, and patent channel will no doubt become key talents in science and technology enterprise. In the modern world, people change their work freely, so the turnover rate of RD empl
7、oyees is high. A series of negative effects on the enterprise employee turnover have been appeared, which include employees work sprits declining, business operating costs increasing， customer satisfaction declining, performance reducing and so on, and affect the enterprise long-term development ser
8、iously. How to solve the problem of R&D staff turnover rate reasonably? It has become the focus of many entrepreneurs and experts of management.At first, this paper starts from the research background, research significance of this topic, and finds out the topic of the reality. And then uses the cas
9、e analysis and data statistics from the definition of employee turnover, A basic situation introduction, A enterprise employee turnover status quo distribution, in-depth case analysis. Then, using the method of exit interview, factors from the company, work related factors, staff development, pay an
10、d benefits, supervisor, colleagues, personal factors and so on seven aspects, the author analyzes the reasons of employee turnover. Finally, according to the research and development personnel leaving reasons provides several advices to the present situation of R&D employee-leaving in A enterprise.T
11、he contribution of this paper is that built the turnover of employees cost and forecast conception, made some operable measures to reduce R&D employees rate and retain R&D employees, supply a good human resource management for A enterprise.Key Words ： RD employees；the turnover of employees；careerdevelopmentIII目录1 绪论 .31.1 研究背景 .31.2 研究意义 .31.2.1 理论意义 .31.2.2 现实意义 .31.3 文献综述 .31.4 概念界定 .31.5 论文内容 .32 A 企业研发人员离职率分析 .32.1 A 企业简介 .32.2 A 企业研发人员离职的分布特征 .32.2.1 离职研发人员所在的部门 .32.2.2 离职研发人员的服务年限 .32.2.3 离职研发人员的
