I 摘要 CL公司是纺织电子类企业，经过十几年的发展，公司在业内获得了一定的品牌知 名度和欧亿·体育（中国）有限公司地位。与此同时，知识型员工外流也成为困扰企业发展的难题。现阶段， CL公司最需要做的事就是思考如何制定调整人才政策，以推动企业的发展。本研究在 CL公司人力资源部的大力支持下开展，本人深知人才队伍稳定的重要性。因此选择了 知识型人才外流现状及其对策这个课题。本课题不仅针对知识型人才的外流问题进行 了阐述，而且，本人在全面了解CL公司人力资源管理的数据的基础上，结合了关于人 力资源管理的基本理论，通过发放调查问卷的方式对知识型人才的流失做了较为系统 的调查与统计，并根据回收数据提出了若干有效的解决方案。 本文共有六章，第一章是导论，在导论中简单介绍了本文关于CL公司人才流失的 研究情况及目的和意义，由此构建了全文的框架及思路。第二章则是主要讲解了本文 的研究对象和相关的原理。第三章则是阐述了CL公司现在所面临的因知识型人才流失 带来的一系列问题。第四章则是采取了调查问卷的形式，统计了大量的数据，从而分 析了导致知识型人才流失的因素及原因。第五章则是提出了针对这些问题地解决措施。 如建议完善薪酬、加强考核、完善用人机制、打造企业文化、完善福利等五个方面提 出建议，从而控制人才的外流，减少人才流失率。第六章是结尾部分，在此部分中， 描述了对于未来发展的期望，为企业之后的发展指明了方向。 本文从CL公司知识型人才流失问题入手，围绕企业人力资源管理出现的问题，深 入企业内部，通过对知识型人才开展工作满意度与离职意向问卷调查，总结出影响人 才流失的关键因素，提出了一些解决方案，且具有一定的可行性。与此同时，本人也 希望这些建议能同样对其他的纺织电子类企业的人力资源管理起到一定的参考作用。 关键词：纺织电子类企业；员工流失；问题与对策研究 西北农林科技大学硕士学位论文 II ABSTRACT CL Company is a textile and electronic enterprise, after more than ten years of development, the company has gained a certain brand awareness and industry status in the industry. At the same time, the outflow of knowledge workers has become a difficult problem for the development of enterprises. At this stage, the most important thing for CL Company is to think about how to formulate and adjust the talent policy to promote the development of the enterprise. This research is carried out with the strong support of Human Resources Department of CL Company. I know the importance of stable talent team. Therefore, this paper chooses the current situation and Countermeasures of the outflow of knowledge-based talents. This topic not only expounds the outflow of knowledge-based talents, but also, on the basis of comprehensive understanding of the data of human resource management of CL Company, combined with the basic theory of human resource management, through the way of issuing questionnaires, the paper makes a systematic survey and statistics on the outflow of knowledge-based talents, and puts forward some effective solutions according to the collected data Solutions There are six chapters in this paper. The first chapter is the introduction, which briefly introduces the research situation, purpose and significance of the brain drain in CL company, thus constructing the framework and thinking of the whole paper. The second chapter mainly explains the research object and related principles. The third chapter describes a series of problems that CL company is now facing due to knowledge brain drain. The fourth chapter is to take the form of questionnaire, statistics a large number of data, so as to analyze the factors leading to knowledge-based talent and the reasons. The fifth chapter puts forward the solutions to these problems. For example, Suggestions are proposed to improve salary, strengthen assessment, improve employment mechanism, build enterprise culture, improve welfare and other five aspects, so as to control the outflow of talents and reduce the rate of talent turnover. The sixth chapter is the final part, which describes the expectation for the future development and points out the direction for the future development. This paper starts with the problem of brain drain in CL Company, around the problems of human resource management, goes deep into the enterprise, through the questionnaire survey on job satisfaction and turnover intention of knowledge-based talents, summarizes the key factors affecting the brain drain, and puts forward some solutions, which are feasible. At the same time, I also hope that these suggestions can also play a certain reference role in ABSTRACT III human resource management of other textile and electronic enterprises. Key Words：Textile electronic enterprise;Staff turnover;Research on Problems and Countermeasures 1.1 研究背景 1.2 研究目的和意义 1.2.1 研究目的 1.2.2 研究意义 1.3 国内外研究动态 1.3.1 国外研究动态情况 1.3.2 国内研究动态情况 1.4 研究思路与方法 1.4.1 研究思路 1.4.2 研究方法 1.5 可能的创新之处 第二章 相关概念与理论 2.1 知识型员工概念界定 2.1.1 知识型员工的概念 2.1.2 知识型员工的特点 2.1.3 知识型员工的需求 2.2 相关理论 2.2.1 激励理论 2.2.3 工作满意度理论 2.2.2 忠诚度理论 第三章 CL公司知识型员工人力资源现状 3.1 CL公司简介 3.1.1 CL公司组织架构 3.1.2 CL公司知识型员工人力资源构成 3.2 2013-2018年CL公司知识型员工流失现状分析 3.2.1 2013-2018年知识型员工流失与学历的关系 3.3 CL公司知识型员工流失产生的影响 3.3.1 员工流失增加企业运营成本 3.2.2 2013-2018年知识型员工流失与年龄的关系 第一章 导论 1 1 1 2 2 2 2 3 4 6 8 10 11 11 13 13 14 17 19 19 19 20 21 21 21 21 17 19 19 目录 目录 西北农林科技大学硕士学位论文 II 3.3.2 员工流失对企业核心竞争力的影响 ............................................................ 21 3.3.3 员工流失对在职员工士气的影响 ................................................................ 21 3.3.4 知识型员工流失对企业形象造成不良影响 ................................................ 21 第四章 CL公司知识型员工流失原因调查分析 ............................................................... 22 4.1 调研问卷设计与数据收集 ...................................................................................... 22 4.1.1 调查方案的确定 ............................................................................................ 22 4.1.2 调查问卷设计 ................................................................................................ 22 4.2 调查问卷的数据分类统计 ...................................................................................... 23 4.2.1 个人离职因素统计分析 ................................................................................ 24 4.2.2 组织离职因素统计分析 ................................................................................ 26 4.2.3 员工离职意向调查 ........................................................................................ 28 4.2.4 公司现阶段面临的问题 ................................................................................ 31 4.3 调查问卷结果分析 .................................................................................................. 31 4.3.1 薪酬福利方面 ................................................................................................ 31 4.3.2 个人职业发展机遇 ........................................................................................ 33 4.3.3 欧亿·体育（中国）有限公司发展前景 ................................................................................................ 33 4.3.4 企业文化建设缺失 ........................................................................................ 33 4.4 CL公司知识型员工流失原因分析 ......................................................................... 34 4.4.1 个人原因 ........................................................................................................ 34 4.4.2 组织因素 ........................................................................................................ 34 4.4.3 外部因素 ........................................................................................................ 37 第五章 CL公司知识型员工离职对策分析 ....................................................................... 39 5.1 完善薪酬制度留人 .................................................................................................. 39 5.1.1 确保薪酬制度外部公平 ................................................................................ 39 5.1.2