MBA教育中心知识库

    当今社会，各行业竞争日益激烈，企业以人为本的人力资源管理理念逐渐深入人心，人力资源的发展成为了企业发展的重要前提和因素。建立一支高素质、高稳定性的核心员工梯队是发展的重中之重。能否保证低员工流失率是人力资源能否支撑整个企业可持续发展的关键。对于企业来说，留住人才，充分发挥员工的主观能动性尤为重要。员工忠诚度的下降和丧失会给企业的发展带来负面影响，增加培训成本和企业效益的损失。一个稳定忠诚的员工团队将为企业带来长期的可持续发展和竞争潜力。建立健康的员工工作流程体系是人力资源工作的核心任务。近年来，甘通服设计公司员工离职率不断攀升，从2017年的8.9%上升到2020年的16.8%，员工对公司的认同感和工作满意度不断下降，同时随之而来的是企业声誉、效率的不断走低和管理成本的攀升，企业员工忠诚度的优化提升已经成为企业直面激烈市场竞争的严重掣肘。

    基于相关理论基础和文献梳理我们发现，如果把员工忠诚度作为因变量，则与其相关的自变量可以包含企业和个人两个方面，具体可以由薪酬福利、领导力、制度保障、晋升与发展、组织认同等17个方面组成。结合17个变量因素，运用问卷调查法，面向企业员工设计并发放问卷100份，其中收回有效问卷98份；其次，在数据整理的基础上，建立层级回归模型，分析各影响因素对员工忠诚度水平的影响，分析得出17个影响因素对于员工忠诚度的影响均为正向，但影响程度不同，薪酬福利影响和年龄最大，其后是晋升与发展，最后以模型分析结果为依据明确了企业员工忠诚度的显著影响因素。

    为提升甘通服设计公司员工忠诚度，提出了针对性的管理提升对策：优化薪酬体系，完善薪酬制度；完善企业环境建设，提高管理者素质能力；为员工科学规划职业生涯，搭建畅通的晋升通道；重视分层分类培训激励，建立学习型组织；营造选拔人才机制，建立行之有效的压力管理机制；培育良好的企业文化等，并从加强制度完善，监督制度落实、打造企业危机应对机制，塑造命运共同体，提出保障措施。

    In today's society, with the increasingly fierce competition in various industries, the enterprise's people-oriented human resource management concept has gradually gained popularity, and the development of human resources has become an important prerequisite and factor for the development of enterprises. To establish a high quality, high stability of the core staff echelon is the most important development. Whether the low employee turnover rate can be guaranteed is the key to whether human resources can support the sustainable development of the whole enterprise.For enterprises, it is particularly important to retain talents and give full play to the subjective initiative of employees. The decline and loss of employee loyalty will bring a negative impact on the development of enterprises and increase the loss of training cost and enterprise benefit. A stable and loyal staff team will bring long-term sustainable development and competitive potential to the enterprise. Establishing a healthy employee workflow system is the core task of human resource work.

    Based on relevant theoretical basis and literature review, we find that if employee loyalty is taken as the dependent variable, the independent variable related to employee loyalty can include both enterprise and individual aspects, which can be specifically composed of 17 aspects such as salary and welfare, leadership, institutional security, promotion and development, and organizational identity.Combined with 17 variable factors, using the questionnaire survey method, 100 questionnaires were designed and distributed to employees of the enterprise, among which 98 valid questionnaires were recovered.Secondly, on the basis of the data sorting, establishing hierarchical regression model, analysis the influence factors that affect the level of employee loyalty, 17 factors analysis for the influence of employee loyalty are positive, but the impact degree of different, c&b influence and oldest, followed by the promotion and development of enterprises is based on model analysis results presented the factors significantly affect employee loyalty.

    In order to enhance the loyalty of employees of Gantong Service Design Company, this paper puts forward targeted management promotion countermeasures, such as: optimize the salary system, improve the salary system;Perfect the construction of enterprise environment, improve the quality and ability of managers; Scientific planning of career for employees, to build a smooth promotion channel;Pay attention to stratified and classified training incentive, establish a learning organization; Build a talent selection mechanism, establish effective pressure management mechanism; Cultivate good corporate culture and so on.Furthermore, we should strengthen the system improvement, supervise the implementation of the system, build a crisis coping mechanism for enterprises, shape a community with a shared future, and put forward safeguard measures.