半導體產業直接員工離職分析-以A公司為例

Employee’s Turnover Analysis of Semiconductor Industrial’s Direct Labor Based on A Company as an Example

趙向文(Hsiang-Wen Chao)

指導教授 ： 李弘暉

元智大學/管理學院/管理研究所/碩士(2008年)

https://doi.org/10.6838/YZU.2008.00231

摘要

本研究以個案公司之直接員工為研究範圍，針對該公司2001年2月至2007年5月間，285位離職的直接員工為研究對象。研究結果發現：
1. 年齡20~24歲之女性員工離職率最高，且離職時年資大多在1個月內。
2. 男性員工離職率最高年齡為25~29歲，離職時年資也集中1個月內。
3. 不論男性或女性員工，年資未滿1個月者，離職率最高。
4. 在離職面談時，員工為了能順利離職，一般而言，所提出的離職理由，通常是歸究於個人因素。
5. 獲利是企業存在的目的，也才能讓企業永續發展。當公司前景不佳、獲利不佳時，即使採取了員工協助方案，也無法留住人才。

關鍵字

人力資源管理 ； 離職 ； 勞資關係

並列摘要

This study is carried out based on direct labor of A company from Feb, 2001 to May, 2007. There are 285 demission employees from direct labor of A company during this period of time. This study reveals that:

1. Female direct labor aged from 20 to 24 years old suffered the highest employee turnover rate of this study. And most of them with an average seniority less than one month.
2. The ages of the highest employee turnover rate of male direct labor are from 25 to 29 years old. Also their average seniority is less than one month based this study.
3. No matter what sexes are of the employee, the highest employee turnover rate is from the employee with seniority less than one month.
4. From the interview with employee’s turnover cases, their reasons of turnover decisions are generally because of personal issues for the sake of a smooth demission procedure.
5. Profit making is the purpose of company’s existence and its continuous developing. It is difficult to keep employee from demission during time of company down turn and bad profit making; even though some employee assistance programs（EAPs） are implemented.

並列關鍵字

HRM ； Turnover ； Labor Relations

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