在全球经济一体化和信息技术快速发展的背景下，企业面临着前所未有的机遇与挑战。人才作为企业的核心资源，其满意度和忠诚度直接关系到企业的创新能力和市场竞争力。当前许多企业在员工满意度管理方面存在诸多不足，如企业文化缺失、工作环境不佳、薪酬体系不合理、职业发展受限等问题，这些问题严重制约了企业的可持续发展。因此，深入研究员工满意度，探索有效提升策略，成为当前企业管理的重要课题。

本研究聚焦于M公司员工满意度评价与提升策略，旨在通过深入分析员工满意度的现状、问题及成因，为企业制定有效的管理策略提供科学依据。本文首先通过文献研究法，梳理国内外关于员工满意度的研究成果，明确研究背景和理论基础；其次，详细分析了M公司的概况及人力资源现状，并构建了员工满意度评价指标体系，该体系严格遵循综合性与系统性、客观性与可衡量性、参与性与透明性等原则，确定了具体的评价指标，并运用层次分析法和模糊分析法对各级指标进行了科学的权重计算与量化分析。通过对M公司员工进行满意度调查，揭示了员工在工作环境、薪酬福利、工作压力、培训晋升等方面存在的问题。研究深入剖析了导致员工满意度低下的原因，如福利薪酬体系缺乏激励性、企业文化宣传及工作环境建设不到位、绩效考核周期长且标准不明确、缺乏完善的培训开发及职业规划体系等。针对问题及原因，提出了针对性的员工满意度提升策略，包括加强企业文化宣传及改善员工工作环境、制定公平完善的考核指标和方式、建立弹性福利和薪酬激励标准、重视员工培训和科学定制发展规划等，提出了组织、制度和资金保障措施，可为相关企业提供一定的参考。

Against the backdrop of global economic integration and rapid development of information technology, enterprises are facing unprecedented opportunities and challenges. As the core resource of enterprises, the satisfaction and loyalty of talents are directly related to the innovation capability and market competitiveness of enterprises. However, many enterprises currently have many shortcomings in employee satisfaction management, such as a lack of corporate culture, poor working environment, unreasonable salary system, and limited career development. These problems seriously constrain the sustainable development of enterprises. Therefore, conducting in-depth research on employee satisfaction and exploring effective improvement strategies has become an important issue in current enterprise management.

This study focuses on the evaluation and improvement strategies of employee satisfaction in M company, aiming to provide scientific basis for the enterprise to formulate effective management strategies by analyzing the current situation, problems, and causes of employee satisfaction in depth. This article first uses literature research method to sort out the research results on employee satisfaction at home and abroad, clarify the research background and theoretical basis; Secondly, a detailed analysis was conducted on the overview and human resources status of Company M, and an employee satisfaction evaluation index system was constructed. The system strictly follows the principles of comprehensiveness and systematicity, objectivity and measurability, participation and transparency, and determines specific evaluation indicators. The Analytic Hierarchy Process and Fuzzy Analysis Method were used to scientifically calculate and quantify the weights of each level of indicators. Through a satisfaction survey of M company employees, this article reveals the problems that employees face in terms of work itself, salary and benefits, work pressure, training and promotion. The study thoroughly analyzed the reasons for low employee satisfaction, such as a lack of motivation in the welfare and compensation system, inadequate promotion of corporate culture and work environment, long performance evaluation cycles with unclear standards, and a lack of a comprehensive training and career planning system. This article proposes targeted strategies to enhance employee satisfaction, including strengthening corporate culture promotion and improving the working environment for employees, establishing fair and comprehensive assessment indicators and methods, establishing flexible welfare and salary incentive standards, attaching importance to employee training and scientifically customized development plans, and proposing organizational, institutional, and financial security measures. This study can provide some reference for relevant enterprises.