【作者】 李慧娟；

【导师】 王益明；

【作者基本信息】 山东大学 ， 工商管理， 2007， 硕士

【摘要】 在21世纪的知识经济时代，知识型员工的地位得到空前提高，尤其对于我国中小型高科技企业来讲，知识型员工对其生存和发展起着至关重要的作用。但经济全球化所引发的人才竞争，使我国中小型高科技企业面临巨大的人才竞争压力，倍受知识型员工流失问题的困扰，USYS公司便是其中典型的案例。因此，本文旨在研究USYS公司知识型员工流失问题的对策，并为我国中小型高科技企业提供有益的借鉴和参考。为了寻求解决USYS公司知识型员工流失问题的理论依据，作者对相关理论进行了研究和综述，介绍了四个重要的员工流失理论模型，同时分析了在员工流失过程中，影响员工产生离职意愿和做出离职决定的关键因素。为了找到USYS公司知识型员工流失的原因，本文介绍了USYS公司的现状及其人力资源构成特点，分析了2003年～2004年间公司的知识型员工流失情况及其对公司所造成的影响。在此基础上，本文采用了访谈法和问卷调查法，对离职和在职员工进行了全面调查和深入细致的分析，找到了三个方面的成因：知识型员工自身特征是诱发其流失的主观动因，公司管理问题是导致员工流失的直接原因，行业环境因素为员工流失创造了客观外部条件。作者经过进一步分析后提出，造成USYS公司知识型员工流失的主要症结还在于公司自身，而且，我们也只能从公司管理角度入手来干预和解决这一问题。在上述分析基础上，本文提出了USYS公司知识型员工流失问题的解决对策：第一，树立先进的管理理念，认可知识型员工的重要地位；第二，改进知识型员工的招聘管理，重视考察员工的价值观与人格特征；第三，实施全面报酬战略，对知识型员工进行充分激励，通过调整薪金政策、实行自助餐式的福利措施、优化员工的工作体验三大举措，满足知识型员工的物质和精神需要，关注他们的现实和长远发展；第四，运用法律手段，对知识型员工进行必要的约束；第五，做好知识型员工流失的过程管理。本文跟踪评估了一年后对策的实施情况，由此检验了对策的可行性和有效性。评估结果表明，本文所提出的对策是切实可行和卓有成效的，但也不乏问题的存在。针对实施中所暴露的问题，作者最后提出了改进和完善的建议。作者认为全面报酬战略是解决知识型员工流失问题的核心策略。另外，USYS公司的知识型员工流失问题，有着高科技企业知识型员工流失问题的共性，因此，本文所提出的解决方案对我国中小高科技企业有着重要的借鉴和参考价值。更多还原

【Abstract】 The status of the knowledge worker is more important than ever before while entering knowledge economy age. The knowledge worker play key role to the survival and development of middle and mini sized enterprises. The middle and mini sized high-tech enterprises faces huge pressure of talent competition because of economic globalization. The knowledge worker resignation troubles these enterprises, in which USYS is the typical case. Hence, this thesis gives the solutions to the knowledge worker resignation in USYS in order to provide a useful reference to the middle and mini sized high-tech enterprises in China.The author makes researches and summary based on the relative theories firstly in order to find the theoretical evidence of solving problem of the knowledge worker resignation in USYS. The author introduces four important and classical theoretical models. Moreover, the author also analyzes the key factors influencing staff resignation intention and resignation decision in the staff resignation period.This thesis introduces the present conditions and human resources structural characteristics and analyzes the situation of the knowledge worker resignations and the impact on the company during the period of 2003 to 2004 in order to find the reason of the knowledge worker resignation in USYS. The author finds three main factors by means of questionnaire method and interviewing method to the resignation staff and on -service staff: the subjective reason is the self nature of the knowledge worker; the direct reason is the management of the company; the object reason is the industry environment. The author asserts the key reason is due. to the company itself, and we intervene and solve the problem only through promoting the company management.The author advances the solutions to the knowledge worker resignation in USYS: Firstly, Establishing advanced management thoughts and recognizing the importance of the knowledge worker. Secondly, Ameliorating the advertising management on the knowledge worker, especially focusing on the values and personality characteristics of the staff. Thirdly, we should implement all-around payment strategy and bestir the knowledge worker sufficiently by means of reforming stipend policy, implementing the buffet welfare policy and experience on optimizing staff. Fourthly, the company may restrict the staff necessarily by means of legal measures. Fifthly, the company should make periodic management on the knowledge worker resignation effectively.This thesis proves the feasibility and the validity based on the Following tracks of outcome on the solution implement. The outcome suggests mat there are some unsolved questions though the solution is effective and rational. In the end the author provides promoting suggestions.The author concludes that implementing all-around payment strategy is the cote strategy of solving the problem of the knowledge worker resignation in this diesis. In addition, the knowledge worker-resignation in USYS exposes the common characteristics of knowledge worker resignation of high-tech enterprise. Hence, the solving methods on the knowledge worker-resignation in USYS may use for reference to all the middle and mini sized enterprises in China.更多还原