当今社会，经济飞速发展，科技快速进步，经济增长越来越依靠科技。说到底，科技的进步要依靠人才，在现在的社会职场上，每个企业都在加大人才竞争的力度，因为人才是一个企业得以长久发展进步的最重要的也是不可缺少的因素，源源不断地吸引人才依赖人才是一个企业可以长远发展并处于行业前列的十分重要的因素。从反面来看，如果一个企业难以在就业市场上获取高质量人才，那么这个企业的发展必定是后继乏力的，甚至在这个企业运营发展的过程中就会有很大一部分现有的员工流失，可以肯定的是员工的流失或者难以有效引进人才等情况一定会造成未来提升的严重阻碍，如何让员工满意从而更好地为企业服务现在是人力资源部门每年工作的重点。

       本文选取以RH公司项目工程部员工为研究对象。根据该部门的人员结构、薪酬水平、职业发展、培训及工作环境的人力资源现状，通过调查问卷的形式对该部门员工满意度进行数据收集。研究分析后得出RH公司项目工程部的员工在组织培训、薪酬福利、工作环境方面的实际满意程度并未达到平均水平，也就是说该部门员工对这几个影响满意度的因素还有更高的要求。根据数据分析结果，本文有针对性地提出重视员工发展培训、改善薪酬福利发放机制、改善工作环境、拓展晋升空间、提升人文关怀这几大项作为提升RH公司项目工程部员工满意度的方案，以期全方位地为RH公司人力资源部门调整优化制度，解决工程部员工满意度问题，也为行业内有相同困扰的企业提供参考。

In today's society, with the rapid development of economy and rapid progress of science and technology, economic growth is more and more dependent on science and technology. In the final analysis, the progress of science and technology depends on talents. In the current social workplace, every enterprise is intensifying the competition for talents, because talents are the most important and indispensable factor for the long-term development and progress of an enterprise. Continuously attracting talents relying on talents is a very important factor for an enterprise to be in the forefront of the industry for long-term development. From the opposite view, if a business is difficult to in the job market for high quality talents, so the development of enterprise must be anemic, even in the enterprise operation in the process of development will be a big part of the existing staff turnover, which involves the professional psychological problems. How to make employees satisfied so as to better serve the enterprise is now the focus of human resources department every year.

        In this paper, the staff of Project Engineering Department of RH company is selected as the research object. According to the Department's personnel structure, salary level, career development, training and the current situation of human resources in the working environment, through questionnaires to collect data on the Department's employee satisfaction. Through the research and analysis, it is concluded that the actual satisfaction degree of the employees in the project engineering department of RH company in terms of the sense of belonging, salary, career development and training, and working environment has not reached the average score, that is to say, the employees in the Department have higher requirements for these factors affecting satisfaction. According to the results of data analysis, this paper puts forward three major programs to improve the salary and welfare distribution mechanism, pay attention to employee development and training, and enhance humanistic care as a plan to improve the employee satisfaction of Project Engineering Department of RH company. This paper expects to adjust and optimize the system for Human Resources Department of RH company, solve the problem of employee satisfaction of Engineering Department, and provide reference for the same troubled enterprises in the industry.