广州中青旅行社留人策略

工商管理论文编号:GS097  字数:18577,页数:25，有外文翻译

目   录
1  绪  论 ..........................................................1
 1.1 题目背景及目的...............................................1
 1.2 国内外研究现状...............................................1
   1.3 课题研究办法.................................................2
   1.4 论文构成及研究内容...........................................3
2  广州中青旅的人才流失情况.........................................4
 2.1 广州中青旅行社简介...........................................4
 2.2 广州中青旅行社的人力资源管理现状.............................5
   2.3 广州中青旅公司的人才流失统计.................................7
 3  广州中青旅公司人才流失过大的原因分析............................9
   3.1薪酬体系不合理及缺乏有效的精神激励 .......................... 9
   3.2 福利缺乏吸引力 .............................................10
   3.3 缺乏交流沟通................................................10
   3.4 忽视核心员工的自我发展......................................10  

3.5 职业生涯规划不合理..........................................11
   3.6 企业整体氛围差 …...........................................11
  4  关于广州中青旅公司人才流失问题的对策. .........................12
   4.1 建立正确用人的观念..........................................12
 4.2 建立有效的激励机制 .........................................13
      4.2.1 激励理论阐述..........................................13
   4.2.2 建立在人性假设基础上的激励理论........................17
    4.2.3 制定有效薪酬管理策略..................................19
       4.2.4 运用其他激励方法 .....................................20
   4.3 加强与员工的沟通............................................21
   4.3.1关心员工生活并提供良好的工作条件. .....................21
       4.3.2采取民主管理方式吸引员工参与管理. .....................21
 4.4 营造适宜的企业文化氛围 .....................................22
结论. .............................................................23
参考文献...........................................................24
致谢...............................................................25

摘   要
 人才在当今社会发展中的重要性越来越突出，拥有人才优势的组织就拥有了未来。大到一个国家，小到一个企业，都离不开人才的支持。面对日益激烈的人才竞争环境，如何取得竞争优势，如何维持竞争优势，这是摆在广州中青旅行社面前现实而又迫切的问题。清楚地认识到广州中青旅人才流失问题的关键所在，从管理上提出一系列的应对措施，避免或缓解因人才流失而造成的人才短缺，这是本文的撰写目的。针对广州中青旅人才流失的现象，本文试图从管理学的角度分析原因并提出对策，以期对解决广州中青旅人才流失问题有所帮助。
 本文首先论述广州中青旅人才流失的现状。先从企业人才的定义与分类等基本概念分析入手通过引入有关的实例和数据，描述了企业人才流失的现状和特点。
 其次分析广州中青旅人才流失的原因。这一部分主要从人才的内部管理入手，分析企业人才流失现象背后的种种原因。本文通过分析将原因归结为以下几点:一是比较落后的人才管理意识使得企业在人才的培养、评价、使用、激励、保障等方面思想不够解放，措施不够得力;二是生产经营中面临的重重困难和挑战使得企业前途欠光明，以致人才的个人职业生涯成长性和发展空间受限;三是企业种种不当的管理方式使人才缺乏良好的生存发展环境。对这些原因加以系统、具体的分析，意在为后面提出遏止人才流失的管理对策提供基础。
 再者论述广州中青旅人才流失的管理对策。在前面论述的基础上，本文主要从管理学的角度出发，提出了遏止企业人才流失现象的几点对策:一是建立正确用人观念;二是营造适宜的企业文化氛围，吸引并留住人才;三是对人才采取多样化的激励措施，设法满足人才的高层次需要。
 
 关键词:广州中青旅行社，人才，流失

Abstract
 Talents in the contemporary social development of the growing importance, has the talent edge organizations have in the future. A large country, a small enterprise is inseparable from the people's support. Faced with the increasingly fierce competition for talent, how to gain a competitive advantage, how to maintain our competitive edge, This was the young and middle-aged travel agent in Guangzhou before practical and pressing problems. Well aware of Guangzhou, the China Youth Tour Agency brain drain the crux of the problem, from management proposed a series of measures to cope with it, avoid or alleviate brain drain caused by personnel shortage, which is the purpose of writing this paper. Guangzhou, the China Youth Tour Agency against the brain drain phenomenon, we tried to learn from the management point of view and analyze the reasons for the proposed countermeasures, with a view to resolving Guangzhou, the China Youth Tour Agency brain drain problem.
 This paper first discusses Guangzhou, the China Youth Tour Agency brain drain situation. Start with the entrepreneurial talents of the definition and classification of such basic concepts introduced through analysis of the examples and data. Description of the business brain drain situation and characteristics.
 Second , analysis the brain drain problem of the China Youth Tour Agency in Guangzhou. From the main part of the internal personnel management, business analysis behind the brain drain phenomena of the various reasons. This paper analyzes the reasons boil down to the following points : First, the relatively backward makes sense talent management in enterprises of training, eva luation, use, motivation, thinking as well as guaranteeing enough liberation measures are not sufficiently effective. 2 production is facing numerous difficulties and challenges make the future less bright enterprises, resulting in the personal talents career growth and development of space-constrained; Third, enterprises of all kinds of improper management personnel for lack of a good living environment. For these reasons to be systematic, and specific analysis, intended to curb behind the proposed loss of management talent to provide the basic countermeasures.
 Besides,the China Youth Tour Agency discussed the brain drain on management strategies. Discussed earlier, on the basis of this paper, from the management perspective, Enterprise curb the brain drain in a few responses : One is to establish a correct concept of employment; two is to create a suitable atmosphere for the enterprise culture, to attract and retain qualified personnel; Third, the diversity of talent to take incentive measures, try to meet the high-level personnel needs.

Key words : the China Youth Tour Agency, Talents, Loss