论文部分内容阅读
八十年代初期人力资源管理正式作为一门学科引入国内,也成为广大企业所认可的一个知识领域,能够帮助企业实现人员效率提高,但是相关理论知识和学科研究结构绝大部分都是照搬欧美,鲜有理论教材能结合中国情景将知识相应转化,这样一来,使得很多企业实施了现代人力资源相关知识、改良了组织结构,但实际上问题一直涌现不断。本文旨在针对民营制作业用人企业常遇到的人员非正常离职率问题进行研究,离职率过高对提高企业人力资源投入成本有着深远影响,有研究表明离职率对产品质量还有着显著影响,离职率每降低10%,不良率可减少0.1%。本文致力于提供一套解决方案,以保障企业的人力资本投资回报。
In the early 1980s, human resources management was formally introduced into China as a subject. It has also become a recognized field of knowledge by a large number of enterprises and can help enterprises to achieve the goal of improving staff efficiency. However, most of the relevant theoretical knowledge and disciplinary research structures are copied from Europe, There are few theoretical textbooks that can translate the knowledge into Chinese contexts. As a result, many enterprises have implemented the modern knowledge of human resources and improved the organizational structure. However, the problems have been constantly emerging. The purpose of this paper is to study the problem of abnormal turnover rate of personnel often encountered by private-owned manufacturing enterprises. Excessive turnover rate has a far-reaching impact on improving the input cost of human resources. Some studies have shown that the turnover rate has a significant impact on product quality. For every 10% reduction in turnover rate, the non-performing rate can be reduced by 0.1%. This article is committed to providing a solution to protect the return on investment of human capital.