从人力资源角度浅析服务业人员离职现象研讨.doc

服务业员工离职分析 【摘要】 中国作为世界上最大的发展中国家正在以最快的速度发展着自身的经济。我国的国情也决定着中国不可以走资源型、依附型的发展方式，必须独立自主，加快转变经济发展方式，产业结构优化升级，大力扶持第三产业。服务业作为第三产业的核心之一，在国民经济中的重要性越来越被重视。而服务业员工作为服务业的重要支柱是服务业发展无法替代的资本，各大服务企业若想在发展中处于不败地位必须牢牢抓住服务业员工这一重要资本。 如今，服务业员工的离职率已超过警戒线，对行业的正常发展造成了威胁。人才的大量流失、企业的不稳定性、服务质量的下降……等，都对服务业给予了重大打击。 经研究分析可知：工作满意度、员工心理契约、工作倦怠都会对员工的离职产生重大影响。 因此，本文从人力资源角度对服务业员工的离职进行分析，应用人力资源管理的相关理论知识进行分析。通过人力资源管理专业知识研究出服务业员工离职的原因、影响因素。并找出解决服务业高离职率的解决办法。 关键词：服务业员工；员工离职；工作满意度；组织承诺 【Abstract】 As the biggest developing country in the world, China is developing its economy at the fastest speed. The national conditions of China determined that China cannot go to resources and dependent pattern. It is vital for China to change the development pattern. Furthermore, to upgrade industrial structure is press strategic task crucial to the overall economy. Services as the core of the third industry are paid more and more attention in the national economy. Service employees as an important pillar of service industry are the capital industry that cannot be replaced. Several enterprises must hold service employees to keep the unbeaten position. Now, the yearly separation rate has exceeded the warning level. This phenomenon poses a threat to the normal development of the industry. Such as, brain drain, the matter of enterprise, and services quality decline will have negative influence on the social development of service industry. Recently the normal situation is that job satisfaction, psychological contract of workers, staff slack, resulting in hotel services quality decline. Therefore, this article analysis the problems of staff turnover on human resources. Using theory of human resources to solve the problems. Key words：Service industry employees；Staff turnover；Job satisfaction; Organizational commitment 目录 一、研究背景及其意义 5 （一）研究背景 5 （二）研究意义 5 二、服务业、服务业员工的定义及分类 6 三、员工离职的类型 7 四、离职倾向影响因素 8 （一）行业发展 8 （二）工作满意度 9 （三）工作倦怠 10 五、解决服务业员工离职对策 11 （一）提高员工的工作满意度 11 （1）帮助员工成长 11 （2）建立完善的薪酬制度 12 (二)提供优良的工作环境 13 （三）宣传企业文化