請用此 Handle URI 來引用此文件: http://hdl.handle.net/11455/24893
標題: 中國華東地區A電子製造業員工離職分析
Employee Turnover Analysis of one East China Electronic Manufacturing Company
作者: 盧信峰
Lu, Shin-Feng
關鍵字: 自願離職
voluntary departure
離職原因
離職率
reasons for leaving
the turnover rate
出版社: 高階經理人碩士在職專班
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摘要: 中國華東地區由勞動力大量剩餘至今,除了各省自身經濟發展需求,從而逐年減少原勞動力之輸出,人員離職已是企業處理越來越頭痛的問題。本研究以整理分析個案公司的人員離職原因,並從這些因子中找出可解決及改善的方法。針對個案公司2009年至2012年間,6861位離職員工為研究對象,研究結果如下: 1.男女員工比例原定為35%:65%(男:女=1:1.85),但自2009年開始,因為女性員工不易招募,比例已接近50%:50%(女/男=1:1),2012年因經濟狀況不佳,找工作相對困難,使得比例再回復至1以上。 2.非自願離職(1.6%)所佔比相對較低,正式依申請離職(45.4%);自離(未告知也未辦離職程序)佔53%為最多數。 3.正式離職(人數:3,054)的原因,前五大因素(家事繁忙30%;其它20%;升學14%;結婚11%;身體欠佳10%)即佔85%。 4. 不論性別,未滿一個月離職率最高(女41%,男36%)。 5.不同世代(1960/70/80/90)的平均在職時間(13.3月/8月/5.4月/3.4月)一直在下降中。 個案公司因集團購料策略及各成本中心績效考量及自身管理人員等三重因素影響下,一直處於虧本狀況,故人員離職一直難以有效降低,而從本研究中可以得知華東地區的人員在三個月以各種方式離職已是常態,而1980/90世代的對待與處理不再是過去的薪資及形式上的獎罰能使其接受,針對其需求且能有不同的思考而施行相關措施,並能對等真心溝通、持續改善才是讓員工在職時間更長,降低離職率的最好方法。
East China labor surplus so far, except the provinces of their own economic development needs, thereby decreasing the output of the original labor staff is the main problem of all company. This study analyzed case company stuff reasons for leaving, and identify resolves these factors and improve. Base on Case Company 2009-2012, 6861 former employees as the research object, the results are as follows: 1. The proportion of male and female employees originally scheduled for 35%: 65% (male: female = 1:1.85), but since 2009, female employees is not easy to recruit, the percentage is closer to 50%: 50% (female / male = 1: 1) in 2012 due to poor economic conditions, it is relatively difficult to find a job, so the proportion and then revert to a more 2. Involuntary separations (1.6%) proportion of relatively low (45.4%), in accordance with the formal application for resignation; self off (not informed nor do exit procedures) accounted for 53% at most. 3. Formal separation (number: 3,054) into five factors (Family busy 30%; Other 20%; studies 14%; married 11%, 10% in poor health) that accounted for 85% 4. Regardless of sex, under the age of one month the highest turnover rate (women 41%, men 36%). 5. The average strength of different generations (1960/70/80/90) (13.3 / August / 5.4 / 3.4 months) has been declining. The A due under the influence of the three factors of the Group''s strategy and the purchase of materials cost center performance considerations and their own management staff has been in a loss-making situation, so the staff that has been difficult to reduce, East China can learn from this study one month in three months in a variety of ways to leave is the norm, while the 1980/90 generation treatment is no longer the last salary and the formal reward and punishment can make it acceptable for their needs and can have a different way of thinking and the implementation of related measures and peer sincere communication, continuous improvement is the employees working longer, and the best way to reduce the turnover rate!
URI: http://hdl.handle.net/11455/24893
其他識別: U0005-3101201314465100
文章連結: http://www.airitilibrary.com/Publication/alDetailedMesh1?DocID=U0005-3101201314465100
顯示於類別:高階經理人碩士在職專班

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