【作者】 王芳；

【导师】 陈万思；

【作者基本信息】 华东理工大学 ， 工商管理（MBA）（专业学位）， 2018， 硕士

【摘要】 随着全球经济的加速发展,科技技术水平的不断提高。服务外包已经成为目前全球新一轮革命产业发展的必然趋势。在中国改革开放的快速发展的浪潮中,我国很多企业通过外包实现了技术进步和企业发展,并由此促进了产业升级。使得中国在世界的位置也不断地攀升,使得中国在全球外包市场占有一席之地。G公司是一家中小型的外包服务型企业,主要从事人力资源服务外包。现在汽车行业稳定发展的情况下,许多汽车零配件商把非核心的项目外包出去,从而提升企业的利润及产量。而G公司正是在这样的环境下,从事人力资源外包业务而不断成长壮大的企业。目前,G公司在平稳的过渡阶段后,发现企业存在人员流动频率大,员工的抱怨比较多,员工的满意度不高。人力资源存在严重的不规范及不科学性。使得公司在项目的维护及后续项目的开发上存在困难及局限性。公司战略发展受到局限。本文采用SWOT分析方法对G公司内部的优势和劣势以及外部的机会和威胁进行分析,通过分析G公司目前的机遇及困难,把公司发展的弊端暴露出来,并探讨了人力资源在人事外包企业发展方面的局限性及发展前景。本文通过普工满意度调查问卷及普工离职面谈等方法收集数据,运用统计分析法分析员工离职的原因。基于马斯洛的需求理论,对员工的需求进行分析,了解企业员工的需求后,对普工的流失严重情况采取一系列的改进措施:建设企业的文化、完善企业招聘的模式、调整公司的人力资源的战略、对绩效考核及人文关怀等方面做出了重大的改变。G公司这样的中小型企业在市场的浪潮中如何能稳定员工,留住人才,获得更多的利润与价值。更多还原

【Abstract】 As the escalating development of global economy and technology,Human Resource outsourcing is becoming the trend in the current Industry revolution.During the progress of China Reform and Opening-up,thousands of enterprises choose to outsource their human resource function,as a result of that,they made the industry upgrade.Even more,China has made an increasingly important position on global marketing,and a reasonable position of global outsourcing market as well.G is a small and medium size company,providing human resource outsourcing service.Regarding the steady development of Auto industry,more and more Auto spare part manufacturers choose to outsource their non-core business,in order to maximum the benefit and outcome.Benefit from this big circumstance,G is one of the companies making great development.After the high-speed expansion period,high employee turnover rate and low job satisfaction become a tough issue to the company.The non-standard management of HR function seriously restricts the development of business and even the whole company.In this thesis,SWOT method is used to analyze the strengths and weakness of G company on both of internal and external environment.Through analysis on current opportunity and threat,the weak management is unveiled.And further on the thesis focuses the future development possibility of HR outsourcing providers and difficulties as well.Based on data collecting from Job Satisfaction Survey and resignation interviews,this paper studies the deep reasons of high turnover rate.A series of improvement action has been taken after understand employee needs under the Maslow Model,like building the company culture,improve the recruitment and performance management process,and even adjust the company strategy.The end focuses on discussion how to retain employee and how to maximum employee value for small and medium size company,like G company.更多还原