制造业流水生产线员工人力资源管理(人力资源管理毕业设计)

制造业流水生产线员工人力资源管理

现状及改革研究

摘要

随着科技的不断进步，对于许多制造型企业来说，机械化作业所占比重越来越重。而对于制造企业一线员工来说，工作内容也变得越来越机械和单调，并且所得劳动报酬、工作时间和居住环境都不理想。对于现代企业来说，人力资源是企业生存和发展的核心，如何保证企业有一个稳定的员工数量，保证企业正常运营越来越受到关注。因此如何改变制造企业一线员工高流失率的现状成为一个企业关注的重要内容。本文站在企业可持续发展的视角上，分析制造型企业一线员工高流失率的原因，并且运用人力资源的薪酬管理理论、激励策略，对企业进行分析，并且提出具体的解决措施。面对社会频发的因为员工心理压力而产生的一些极端行为，本文针对制造企业一线员工的年龄结构、知识水平等容易出现的心理问题进行着重讨论分析。侧重于对员工进行心理疏导，让员工感受到企业对他们的重视和工作的乐趣，从而达到企业和员工互利的双赢局面。

关键词：一线员工激励因素薪酬管理情绪管理

Research on the current situation and reform of human resource management staff of production

line manufacturing

Major: Human Resource Management

Student: Jiang Feng Supervisor: Peng Hong

Abstract

With the continuous progress of science and technology, for many manufacturing enterprises,mechanization proportion is more and more heavy. However，as for the manufacturing enterprise employees,working content is more and more mechanical and monotonous,and the labor remuneration,working time and living conditions are not ideal.For modern enterprises,human resource is the core of enterprise survival and development,how to ensure that enterprises have a stable number of staff,to ensure the normal operation of the enterprises has been paid more and more attention.Therefore,how to change the high turnover situation of manufacturing enterprise become an important part of a business concern.This paper standing on sustainable development perspective, analyze the reasons for the high manufacturing enterprises frontline staff turnover rate , and the use of human resources management theory salary , incentive strategy, companies analyze and propose specific solutions. In the face of some society frequently happened extreme behavior because of employees' psychological pressure caused by psychological problems,according to the staff of manufacturing enterprises,the age structure ，knowledge are analyzed emphatically.Focus on psychological counseling to employees,so that make employees feel enterprise to their attention and the joy of work,so as to achieve mutual benefit and win-win of enterprises and employees.

Keywords: Frontline Staff Incentive Factors Compensation Management Emotion Management

目录

1导论 (1)

1.1选题目的及意义 (2)

1.2文献综述 (2)

1.3论文思路和结构 (2)

2制造业人力资源总体概况 (4)

2.1制造业流水线员工基本情况 (5)

2.2流水线员工的高流动性 (2)

3人力资源管理概述 (4)

3.1人力资源管理的概念及特性 (5)

3.2人力资源管理的目标与内容 (5)

4制造业一线员工人力资源管理现状 (4)

4.1人力资源管理的盲区 (5)

4.2管理机制不够健全 (5)

4.2.1基层管理者素质有待提升 (6)

4.2.2激励机制缺乏 (6)

4.2.3排班与工作时间上存在的问题 (6)

4.2.4薪酬设计不合理 (6)

4.3员工心理关怀缺乏 (5)

5制造业一线员工人力资源管理改革方案 (4)

5.1人才招聘与培训 (5)

5.1.1招聘环节对员工性格测试和培训 (6)

5.1.2注重基层管理人员培训与素质提升 (6)

5.2员工的激励策略 (5)

5.2.1双因素理论的激励策略解析 (6)

5.2.2基于激励因素的激励设计 (6)

6制造业流水线员工情绪冲突管理策略 (4)