华北油田公司8后员工离职问题探究.docVIP

华北油田公司80后员工离职问题探究 　　 本篇论文目录导航： 　　 　　【题目】华北油田公司80后员工离职问题探究 　　【绪论】华北油田“80后”一线员工离职原因探析绪论 　　【第二章】员工离职原因及影响因素综述 　　【第三章】华北油田公司概况 　　【 】华北油田企业员工离职内部原因 　　【 】一线员工离职个人原因与社会原因 　　【第五章】 “80后”一线员工离职的具体应对措施 　　【结论/参考文献】华北油田一线职工离职现象研究结论与参考文献 　　 　　 　　 　　摘 要 　　随着时代的发展，“80 后”员工已经发展成为我国劳动大军的主力，在很多岗位、很多职业上承担着重要角色。但同时，“80 后”青年的思维方式、价值观念和行为习惯都大大不同于前几代人，他们对工作有自己特殊的看法，对成功有独到的界定，不惧权势，藐视规则。这种独特的价值观念和行事作风使他们对就职企业的忠诚程度大大降低。 　　很多企业和组织遭受 80 后员工不断离职、频繁跳槽的尴尬处境，“80 后”员工的不断离职也成为舆论媒体关注的焦点和人力资源管理领域研究的一个热点问题。 　　目前，华北油田公司“80 后”一线员工频繁离职的问题是最让管理者头疼的问题，也是亟待公司解决的重要问题。本文运用问卷调查法对华北油田公司已经离职和有离职倾向的“80 后”一线员工进行调查，深刻分析其离职的原因。并从个人、社会、华北油田自身三个角度对离职原因进行汇总。 　　企业作为市场经济的主要参加者和国民经济的细胞，是影响员工去留的最重要的主体因素。因此，本文从华北油田自身出发，结合离职原因，提出了完善薪酬激励体制、注重薪酬公平，制定职业发展规划、畅通培训升迁渠道，适时运用精神激励、密切关注员工情绪，加强员工离职管理、完善绩效评估体系等六项激励措施，力争为华北油田公司稳定住“80 后”一线员工队伍、创造员工忠诚提供若干借鉴和启示。 　　关键词 “80 后” 一线员工 离职 对策 华北油田 　　　　Abstract 　　With the development of times, post-80s have been main force in the larbor market inour country , playing an important role in a lot of positions and　the same time, thethinking model,value concept and behavior habit of post-80s are very differient from peopleof pre-80s. They have a distinguished opinion on their own job and a particular boundary lineto　are not frightened of power and look down upon rules. This unique valuesand ways of doing things make them infidelity to the enterprise where they work in. Manybusinesses and organizations are suffering from an embarrassing situation that post-80semployees leave and change jobs　problem which post-80s leave office andturnover frequently has also been a focus in public opinion and medium as well as a hot pointin the field of manpower resource management. 　　Currently, the situation that post-80s low-level employees turnover frequently makemanagers most troublesome in Huabei Oilfield . It is also the important issues which thecompany needs to resolve. This paper carry out an investigation on the post-80s low-levelemployees who have left and the ones who has a tendency to leave in the way ofquestio