内 容 摘 要

很多企业都存在着，留不住人才和某些职位紧缺人才的问题，因为每个员工都会产生或多或少的“跳槽”倾向，企业面临的众多问题中核心的问题就是人才流失问题。这种局面很不利于企业竞争力的发展。面对员工“跳槽”，企业应该保持什么样的态度，这些都是企业在生存和发展中需要思考的问题。通过分析，我们可以知道，“跳槽”行为是由于“跳槽”倾向导致的，通过对员工的日常观察，如果发现了这种“跳槽”倾向，那么该员工的“跳槽”行为就会发生在不久的将来。本文通过综合的分析，针对于的“跳槽”原因进行研究，发现了影响“跳槽”倾向的几个原因，这几个原因就包括了员工的个人原因，和所在公司的原因，还有外部环境因素，希望给我国企业产生积极的借鉴意义。

[关键词]：人才储备；“跳槽”倾向；对策

目录

1.引言································4

2.员工“跳槽”倾向概述·······················4

3.企业员工“跳槽”现状调查·····················5

3.1调查问卷的设计·························5

3.2调查提纲的拟定·························6

3.3调查对象的确定·························7

3.4调查过程的实施·········································8

3.5调查结果的统计········································8

3.5.1问卷的信度分析······································8

3.5.2问卷的效度分析···········································8

3.5.3描述性统计分析·········································8

4.员工“跳槽”倾向的影响因素········································12

4.1企业因素··············································12

4.1.1福利待遇················································12

4.1.2工作环境········································13

4.1.3激励措施·································13

4.1.4发展前途················································14

4.2个人因素···················································14

4.2.1员工职位····································14

4.2.2人际关系因素························15

4.2.3工作压力··························15

4.3厌倦工作····································15

5.解决员工“跳槽”的对策以及预防措施···················16

5.1完善企业选人和用人制度····················16

5.2创新薪酬的分配模式········································16

5.3构建公平公正的企业内部环境···································16

5.4改善工作时间和工作环境········································17

5.5加强以人为本的企业文化的打造································17

5.6了解员工的想法·············································18

6.结语·················································18

7.文献