上海广电NEC液晶显示器有限公司员工流失问题研究

上海交通大学硕士学位论文上海广电NEC液晶显示器有限公司员工流失问题研究姓名：杨洋申请学位级别：硕士专业：工商管理指导教师：宣国良20080113NECNEC2003114NECNECTHERESEARCHOFEMPLOYEETURNOVEROFSVA-NECLIQUIDCRYSTALDISPLAYCO.,LTDABSTRACTToday,attheageofknowledge-basedeconomy,humanresourceisoneofthekeypointsofenterprisesurvivalanddevelopment.Theimportanceofhumanresourcemanagement(HRM)willbeembodiedmore.However,withthedevelopmentofeconomy,employeeturnoverhasbecomeacommonphenomenon.Moreandmoreattentionhasbeenattractedtothenumberandthefrequencyofemployeeturnoveraswellasitsdeepinfluence.ThethesischoosesShanghaiSVA-NECliquidcrystaldisplayco.,LTDasanexample.ThisisaSino-Japanesejoint-venturecompany,specializingindesigning,developing,manufacturing,saleandafter-salesofliquidcrystaldisplaypanelsandmodules.Withtheageofonlymorethan4yearssinceitsestablishmentinNovember2003,itneverthelessappearsthetendencyofemployeeturnoveranditsscaleiscontinuouslyenlarged.Consequently,suchproblemsasincreasedcosts,capitalturnover,lowstabilityofemployeesanddecliningofqualifiedproductrate,etcisseriouslythreateningtheproductionandfurtherdevelopmentofthecompany..Itisofemergentimportancetostudyandsolvetheproblematpresent.ThethesismainlyanalysestheproblemofemployeeturnoverinShanghaiSVA-NECliquidcrystaldisplayco.,LTDindetail.Thecontentsofthethesisaredividedintofivechaptersasthefollowing.Thefirstchapterisanintroduction,giventheimportanceandsignificanceofhumanresourcedevelopmentandmanagement,thenegativeinfluencewhichtheemployeeturnoverbroughttotheenterpriseaswellastheresearchgoal.ThesecondoneisabouttheintroductionofShanghaiSVA-NECliquidcrystaldisplayco.,LTD,theconstitutionofitshumanresourceaswellasthestatusinquoofitsemployeeturnover.Thethirdoneistheorybasiswhichdefinesandexplainstheconceptionandtheconnotationofthestaffdrains,elaboratestheharmsofthestaffdrainsdototheenterprises,andatthesametimeinducessystematicallytheresearchstatusquohomeandabroadofthestaffdrainsrelevanttheoryandinfluentfactors.Thefourthoneisdemonstrationresearchofemployeeturnoverwhichcanbefoundouttheinfluencingfactorsoftheemployeeturnoverinthecompanybyanalyzingthedataoflastinterviewreportofresignedemployeesandemployeesatisfactorydegreequestionnaire.Thelastoneputsforwardthecorrespondingcontrolandpreventionmethodsandstrategiesfacingtheactualsituation:firstly,consummatingmoreeffectiveperformanceaccesssystem;secondly,settingupmoreeffectivesalaryencouragementsystem;thirdly,offeringmoreopportunitiesofcareerdevelopment;fourthly,perfectingthemanagementofemployeeturnover.KEYWORDS:humanresourcemanagement,theinfluencingfactorsoftheemployeeturnover,demonstrationresearchofemployeeturnover,employeesatisfactorydegree,thecorrespondingcontrolandpreventionmethodsandstrategieswhenfacingemployeeturnoverMBANEC11115000,300,,,,[1]123[2]12MBANEC2[3]25%,1.22[4]13NECMBANEC32NEC21NEC2.1.1NEC(ShanghaiSVA-NECLiquidCrystalDisplayCo.,Ltd“”)200311SVANEC15“TFT-LCD”50037575%NEC12525%1146,972,1741202016830%2851997200722.1.2MESERPMBANEC411NECFIGURE1OrganizationalStructureofShanghaiSVA-NECliquidcrystaldisplayco.,LTD22NECMBANEC520075312.2.13275142143.4%185456.6%2.2.28943842806551%7%28%20%44%2.2.3669185421753520%57%7%16%2.2.4202120301164304018040562%82%13%3%201437203039730401140977%21%2%1%23NEC2.3.12007151NEC200715Table1GeneralSituationofEmployeesofShanghaiSVA-NECliquidcrystaldisplayco.,LTDfrom2007.01to2007.05123451570153814651413142113531313150517681854293228512970318132752007152.3.2200715MBANEC62NEC200715Table2EmployeeTurnoverRateofShanghaiSVA-NECliquidcrystaldisplayco.,LTDfrom2007.01to2007.05123455.92%12.60%21.9%10.3%7.61%1.45%2.81%10.4%8.65%6.60%1.17%2.17%5.20%4.98%3.87%MBANEC733.13.1.1:1;22FIGURE2TheRelationbetweenEmployeeOutflowandEmployeeFlowing3.1.2:EmployeeTurnoverMBANEC8EmployeeTurnover33FIGURE3ClassificationofEmployeeTurnoverMBANEC9()3.2TTR(TotalTurnoverRate)TTRS/Nx100%TTRS()N()23.33.3.195851580K8010643.3.2MBANEC10(Flamholtz)44Figure4TheMeasurementModelofHumanResourceReplacingCost:MBANEC11[5]3.43.4.1FredrickHerzberg1959#[6]3.4.21967,,,[7],(),,,(),,,(),,,(),,,;,,,,MBANEC12(),,,,,,,,,,,,[8]3.4.3(EHSCHEIN),,,,,,,,,,,,,,,,[9][10]3.53.5.1202080MarchSimon1958WilliamsHazer(1986)(organizationalcommitment),,,Muchinsky&Morrow(1980):1)(work-relatedfactors);2)(economicopportunityfactors);3)(individualfactors),,MBANEC13(Bevan,1987)Gerhart19905%15%,(HamandGriffeth,1995)(1)(2)(3)(4)(5)(6)(7)(8)(9)(JeanMarieHiltrop,1999)(1)(2)(3)(4)(5)(6)(7)(H)(David,j.KennedyandMarkD.Fulford,1999)(1)(2)(3)(4)(5)(6)(1)(2)(3)(4)(5)(6)[11]3MBANEC143[11][12]Table3TheSummaryofResearchingAchievementonEmployeeTurnoverbyForeignScholarsMarchSimon1958Muchinsky&Morrow(1980)WilliamsHazer(1986)(Bevan,1987)Gerhart(1990)HamandGriffeth1995)(JeanMarieHiltrop,1999).(David,j.KennedyandMarkD.Fulford,1999)3.5.2:(1)(2)(3)(4)(5)(6)789MBANEC15203030454555(2002)123(2003)::L4MBANEC164[13][14][15][16]Table4TheSummaryofResearchAchievementonEmployeeTurnoverbyDomesticScholars(1)(2)(3)(4)(5)(6)789(2002)(2003)I:LMBANEC1744.14.1.1200716435Table5TheStructureofEmployeeLevel24.737.01432.6818.61125.6511.66Table6TheStructureofEmployees’Gender3069.