为了在人才竞争中立于不败之地

—I—摘要为了在人才竞争中立于不败之地，企业必须特别关注核心员工的保留管理。这就需要企业在人力资源管理过程中，对于核心员工群体予以更多的关注。从企业和谐、稳定的长远发展来看，核心员工的保留管理是一项长期的、连贯的、重要的工作，必须使之形成企业核心竞争优势的一个重要组成部分。因此，保留管理应当作为一种长期的、稳定的制度存在。本文的研究目的——本文结合数量统计和人力资源制度构建的相关理论，旨在建立“模型分析掌控与制度体系稳定相结合”的核心员工动态管理机制，以更好的进行核心员工的保留管理，从而最大程度的解决企业人力资源危机问题。本文的研究方法——本文主要采用数理分析为核心的模型演绎与本土化企业的实证研究相结合的方法，以人力资源管理理论、管理学理论为理论基础，采用问卷调查、数量统计分析为手段，以企业核心员工保留管理制度设计为主体，选取定量化研究核心员工忠诚度为突破口，进而从整体上构建企业核心员工动态管理机制。本文的创新之处——在对核心员工保留管理的定量化探索研究中，本文首先分析了员工忠诚度、员工满意度与离职倾向三者之间的关系，提出了反映三者之间关系的“跷跷板”原理；其次，对三者的关系做出大胆假设——三者之间存在着一定的函数关系，并把三者之间的隐性关系转化为显性的数理逻辑关系——提出“忠诚”公式并构建了忠诚度动态掌控体系——“忠诚小屋”；进而，结合对大山结晶器厂的实证分析结果，开发出保留管理制度体系；最后，整合忠诚度动态掌控体系与保留管理制度体系，成功地构建了大山结晶器厂的核心员工动态管理机制。本文的研究成果——从实证研究的角度出发，本文选取了大连大山结晶器厂作为研究对象，通过在该企业进行忠诚度动态掌控分析，取得该企业核心员工的第一手调查资料，进而协助该企业建立系统的保留管理制度体系，最终成功地构建了大山结晶器厂的核心员工动态管理机制。关键词：核心员工，保留管理，动态管理机制，“跷跷板”原理忠诚公式，“忠诚小屋”—II—ABSTRACTTogetthebetterplaceinthecompetitionofhumanresources，thecompaniesmustpaymoreattentiontotheretentionmanagementofcoreemployees.Bytheharmonious，stablelong-termdevelopmentoftheenterprise，thecoreemployee'sretentionmanagementislong-term，coherentandimportant.Wemustmakeitanimportantconstituentoftheenterpriseintangibleassets，asakindofsystem.Theresearchgoalofthisarticle----unifyingthetheoriesofquantitystatisticsandhumanresourcessystem.Itisforestablishingthedynamicmanagementmechanismofcoreemployee，whichfollowsthediscipline----“unifyingthecontrolofmodelanalysisandthestabilizationofinstitutionalframework”.Theresearchtechniqueofthisarticle----mainlyusingthemethodthatunifiesthemodeldeductionofmathematicalanalysis，asthecore，andthelocalenterprise'srealdiagnosisresearch，takingthetheoriesofhumanresourcesmanagementandmanagementscienceastherationale，usingthemethodsofthequestionnairesurveytheoryandquantitystatisticalanalysistheory，retainingthedesignofretentionmanagementsystemofcoreemployeesasthemainbody，selectingthequantitativeresearchofcoreemployee’sloyaltyasthebreach，thenconstructingthedynamicmanagementmechanismofcoreemployeeoverall.Theinnovationofthisarticle----Firstly，inthequantitativeresearchexploration，thisarticleanalyzestherelationshipamongLoyalty，SatisfactionandTurnoverIntentionofemployee，proposingthe“seesaw”principlewhichreflectstherelationship;Secondly，makingtheaudacioussupposition:thereisakindoffunctionalrelationamongthem，thentransformingtherecessiverelationshipintothedominantmathematicallogicalrelationship----proposingthe“loyalty”formulaandconstructingthedynamiccontrolsystemofloyalty----“loyaltyhut”;Thirdly，bytheresultofrealdiagnosisanalysisinDASHANGROUP，developingtheinstitutionalframeworkoftheretentionmanagement;Finally，throughtheconformityofthedynamiccontrolsystemofloyaltyandthe—III—institutionalframeworkoftheretentionmanagement，successfullyconstructingthedynamicmanagementmechanismofcoreemployeeinDASHANGROUP.Theresearchresultofthisarticle----intheviewofrealdiagnosisresearch，thisarticleselectstheDASHANGROUPastheobjectofstudy，throughthedynamiccontrolanalysisofloyaltyinthisenterprise，obtainsthecoreemployee'sfirst-handinvestigationmaterial，thenassiststhisenterprisetoestablishtheinstitutionalframeworkoftheretentionmanagement，atlast，successfullyconstructsthedynamicmanagementmechanismofcoreemployeeinDASHANGROUP.Keywords：coreemployee，retentionmanagement，dynamicmanagementmechanism，“seesaw”principle，“loyalty”formula，“loyaltyhut”—I—目录1前言························································································11.1研究背景················································································11.1.1核心员工流失问题的提出······················································11.1.2核心员工的流失原因分析······················································21.1.3核心员工的流失风险分析······················································31.1.4大连大山结晶器厂简介·························································41.2研究的目的及意义····································································51.2.1研究的目的········································································51.2.2研究的意义········································································51.3国内外研究成果综述·································································61.3.1国外研究现状及发展趋势······················································61.3.2国内研究现状及发展趋势······················································71.4论文研究的理论基础及研究方法··················································91.4.1管理理论基础······································································91.4.2数量理论基础及相关软件·····················································141.5本文研究的创新之处································································151.5.1研究内容创新——核心员工动态管理机制的构想····················151.5.2研究方法创新——本土化的实证研究···································162核心员工的内涵、特征及其保留比例·······································182.1核心员工的内涵及特征·····························································182.1.1核心员工的内涵·································································182.1.2核心员工的特征·································································192.2核心员工的界定······································································232.3核