摘  要：2016年我国高校毕业生总数超过770万人，“就业难”趋势日益显著。面对这样的“就业难”趋势，每一个就业机会都显得来之不易。但是，与之相矛盾的，应届毕业生离职现象也相当普遍存在于应届毕业生之间。应届生频繁离职的主要原因包括：职业定位不清、期待薪资过高、就业态度不端正等个人原因以及薪酬体系设计不合理、缺乏培训等企业原因。改善应届生高离职率的对策主要包括：认清自我、科学规划职业发展、企业合理的薪资体系设计、为员工提供更多发展机会等。76839

毕业论文关键词：应届毕业生；高离职率；对策

 Reason for Leaving and Countermeasures of graduating students

Abstract: 2016, the total number of college graduates in China more than 7 million 700 thousand people, the "difficult employment" trend has become increasingly significant。 Faced with such a "difficult employment" trend, every job opportunities are hard to come by。 However, with the contradiction, this year's graduates leaving the phenomenon is also quite common among the graduates。 The main reasons for the frequent turnover of this year's students include: career positioning is not clear, look forward to the salary is too high, the employment attitude is not correct, and other personal reasons and the salary system design is unreasonable, lack of training and other business reasons。 Measures to improve the high turnover rate of this year's graduates include: a clear understanding of self, scientific planning career development, enterprise reasonable salary system design, to provide more opportunities for the development of staff。

Key Words: graduating students; high resignation rate; countermeasures

目录

摘  要： 2

一．应届毕业生高离职率现状分析 3

（一）应届毕业生“就业难”现状 3

1。社会就业情况 3

2．应届毕业生个人角度 4

（二）应届毕业生高离职率现状 4

（三）高离职率产生的影响 4

1．高离职率对自身的影响 4

2．高离职率对企业的影响 5

3．高离职率对社会的影响 5

二．应届毕业生高离职率原因探究 5

（一）应届生个人原因 6

1．职业定位不清 6

2．盲目追求较高薪资与丰厚福利 6

3．“先就业后择业”的就业观念 7

4．身份角色转化不完全 7

（二）企业原因 8

三。降低应届毕业生高离职率的解决对策 8

（一）应届毕业生个人层面 8

1．认清自我 8

2．个人科学的职业生涯规划 9

（二）企业层面 10

1．企业建立合理的薪酬绩效评价体系 10

2．企业为应届生提供充分的发展机会 10

参考文献 11

致  谢