MBA教育中心知识库

       随着社会经济改革的日益深化，国有企业员工对改革进入深水区所产生的不利因素及局面，失落感增强、满意度下降，导致人才流失严重，这不仅影响了员工的工作积极性而且阻碍了国有企业的稳定发展。Z公司近年来因员工满意度下降导致的离职率逐年上升，员工抱怨此起彼伏，员工工作绩效降低，员工满意度大幅下降，如何促进员工满意度的提升成为Z公司亟待解决的问题。
      本文以Z公司基层员工为研究对象，以基层员工满意度为研究主题，按照“提出问题—分析问题—解决问题”的基本逻辑，首先对国内外员工满意度相关研究状况进行回顾，对相关理论基础进行研究；其次，通过问卷调查对Z公司基层员工满意度的现状进行调查，了解Z公司基层员工满意度现状并进行分析；再次，根据分析结果编制访谈大纲，对Z公司基层员工中有代表性的对象开展访谈，从薪酬、公司管理、职业发展、同事关系、工作本身五个方面梳理出Z公司基层员工满意度存在的问题，具体包括薪酬体系设计不合理、绩效考核机制流于形式、员工的意见建议未得到重视、对员工的人文关怀较为欠缺、公司管理机制和运营效率需要进一步优化提升、职业发展通道过于单一、缺乏员工职业生涯规划、人才培养机制不健全、上下级机构之间及部门之间缺乏有效的沟通协调、岗位工作缺乏新鲜感和挑战性等；最后，就存在的问题提出对策建议，具体包括优化薪酬体系、完善绩效考核机制、畅通员工意见建议反映渠道、加强对员工的人文关怀、优化公司管理机制、提升运营管理效率、拓宽员工职业发展通道、做好员工职业生涯规划、健全和完善人才培养机制、优化上下级机构及部门之间的沟通协调、鼓励员工开展创新工作等，并从文化、制度、组织、资源等四个方面提出了相应的保障措施。
       本研究能够为Z公司进一步优化人力资源管理工作提供参考，助力Z公司有效提升基层员工满意度，留住人才并吸引人才，提高基层员工工作绩效，实现Z公司的健康稳定持续发展。另外，本研究有助于进一步丰富员工满意度的相关理论，并为员工满意度的理论研究提供案例支撑。

      With the deepening of social and economic reforms, employees of state-owned enterprises have increased their sense of loss and decreased satisfaction with the unfavorable factors and situations caused by the reform entering the deep water zone, leading to serious talent loss. This not only affects the work enthusiasm of employees but also hinders the stable development of state-owned enterprises. In recent years, the turnover rate of Z company has been increasing year by year due to the decrease in employee satisfaction. Employee complaints have been frequent, resulting in a decrease in employee performance and a significant decrease in employee satisfaction. How to promote the improvement of employee satisfaction has become an urgent problem for Z company to solve.
       This article takes the grassroots employees of Company Z as the research object, with the satisfaction of grassroots employees as the research theme. Following the basic logic of "posing problems analyzing problems solving problems", it first reviews the research status of employee satisfaction at home and abroad, and studies the relevant theoretical basis; Secondly, conduct a survey on the current satisfaction status of grassroots employees in Company Z through a questionnaire survey, understand the current satisfaction status of grassroots employees in Company Z, and analyze it; Once again, based on the analysis results, an interview outline was prepared to conduct interviews with representative individuals among the grassroots employees of Z Company. The problems with the satisfaction of Z Company's grassroots employees were sorted out from five aspects: salary, company management, career development, colleague relationships, and work itself. Specifically, the salary system design was unreasonable, the performance evaluation mechanism was superficial, employee opinions and suggestions were not given enough attention, there was a lack of humanistic care for employees, the company's management mechanism and operational efficiency needed to be further optimized and improved, the career development channel was too single, there was a lack of employee career planning, the talent training mechanism was not sound, there was a lack of effective communication and coordination between superior and subordinate institutions and departments, and job work lacked freshness and challenge; Finally, countermeasures and suggestions are proposed for the existing problems, including optimizing the salary system, improving performance evaluation mechanisms, facilitating channels for employee feedback and suggestions, strengthening humanistic care for employees, optimizing company management mechanisms, improving operational management efficiency, expanding employee career development channels, planning employee career paths, improving and perfecting talent training mechanisms, optimizing communication and coordination between superiors and subordinates, and encouraging employees to carry out innovative work. Corresponding safeguard measures are proposed from four aspects: culture, system, organization, and resources.
       This study aims to provide reference for Z Company to further optimize its human resource management work, help Z Company effectively improve the satisfaction of grassroots employees, retain and attract talents, improve the work performance of grassroots employees, and achieve the healthy, stable, and sustainable development of Z Company. In addition, this study helps to further enrich the relevant theories of employee satisfaction and provides case support for theoretical research on employee satisfaction.