三亚MG公司员工关系管理职能领域板块的管理优化研究

三亚MG公司员工关系管理职能领域板块的管理优化研究摘要员工关系管理在新经济时代的必要性日益突显，变成企业人力资源中的核心内容。从企业发展趋势层面考虑，融洽的员工关联，更可以增强员工的工作主动性，为企业创造更大的经济收益。与此同时，员工关系管理都是提升企业竞争能力，促进企业业务发展的重要前提条件。因而，提升员工关系管理，提高员工对企业的信赖感，充分运用员工的功能及潜力，是每一家当代企业都亟需解决的监管难点。鉴于此，本文以三亚MG公司为研究实例，根据对公司员工管理状况的调研分析，发觉三亚MG公司在员工关系管理中，存在诸多问题，比如，企业领导千部不够重视员工关系管理、员工与企业中间并未创建组织承诺、企业缺乏对员工的正向激励、一部分员工辞职等诸多问题，通过对比该公司员工关系管理存在的问题，提议该公司加强企业情谊关爱、健全它与员工的多种协调机制、提升员工在管理决策里的参与性，采取有力措施提升员工对公司的忠诚度，不断巩固企业与员工之间的关系，推动企业的可持续发展观。关键词：沟通机制心理契约员工关系关系管理Research on the Management optimization of the functionalarea of employee relationship Management in Sanya MGAbstractThe necessity of employee relationship management in the new economic era has becomeincreasingly prominent and has become the core content of enterprise human resources.From theperspective of enterprise development trend,harmonious employee association can enhanceemployees'work initiative and create greater economic benefits for the enterprise.At the sametime,employee relationship management is an important prerequisite for improving enterprisecompetitiveness and promoting enterprise business development.Therefore,improvingemployee relationship management,improving employees'sense of trust in the enterprise,andmaking full use of employees'functions and potentials are the regulatory difficulties that everymodern enterprise needs to solve urgently.In view of this,this paper takes Sanya MG Companyas a research example,and based on the investigation and analysis of the company's employeemanagement situation,finds that Sanya MG Company has many problems in the employeerelationship management,for example,the enterprise leaders do not pay enough attention to theemployee relationship management,there is no organizational commitment between employeesand enterprises,the enterprise lacks positive incentives for employees,some employees resign,and many other problems,By comparing the existing problems in the company's employeerelationship management,it is proposed that the company strengthen corporate friendship andcare,improve its multiple coordination mechanisms with employees,enhance the participation ofemployees in management decision-making,take effective measures to enhance the loyalty ofemployees to the company,constantly consolidate the relationship between the enterprise andemployees,and promote the sustainable development concept of the enterprise.Key words:communication Mechanism psychological contract employee relationshiprelationshipManagement.目录1.绪论1.1.研究背景.…1.2.研究目的1.3.国内外研究现状…1.3.1.国内研究现状1.3.2.国外研究现状….21.4.研究意义.31.4.1.理论意义….31.4.2.实践意义.32.员工关系相关概述….42.1.员工关系概念界定….42.2.员工关系管理的内容…...42.3.员工关系管理的评价指标…。.43.三亚MG公司员工关系现状分析..53.1.公司简介53.2.三亚MG公司员工关系管理现状分析..53.2.1.企业与员工多渠道沟通机制基本建立.53.2.2.管理方法促进员工关系管理..53.2.3.企业文化建设意识逐步提升...64.三亚MG公司员工关系管理存在的问题.84.1.员工尚未建立与企业心理契约.84.2.企业领导漠视员工关系管理..84.3.领导与员工层面二者双向沟通存在制度性障碍84.4.人际信任阻碍组织凝聚力实现.84.5.正面绩效激励对部分员工失效.95.三亚MG公司员工关系存在问题成因分析105.1.领导层重视程度不够….105.2.绩效评价制度不够完善.….105.3.员工关系营销因素复杂多变…105.4.企业文化建设有待提高….116.三亚MG公司员工关系持续改善的对策…126.1.完善员工的多种沟通机制126.2.组织并鼓励员工参与公司的