飘影公司人才流失问题研究

工商管理论文编号:GS071  字数:21279,页数:28，有外文翻译
目    录
1 绪论………………………………………………………………………………………1
 1.1 题目背景及目的…………………………………………………………………….1
 1.2 国内外研究情况…………………………………………………………………….1
 1.3 题目研究方法……………………………………………………………………….4
 1.4 论文构成及研究方法……………………………………………………………….4
2 飘影公司人才流动的现状及出现的问题………………………………………………5
 2.1飘影公司简介…………………………………………………..…………………….5
 2.2 飘影公司人才流动的现状……………………………………………………………..6
 2.3 飘影公司人才流动出现的问题…………………………………………………….7
 2.3.1 人才流失率过高………………………………………………………………7
 2.3.2 流失人才中年轻人才流失率最高…………………………………………...7
 2.3.3 流失人才中有较大比例是管理和技术人才………………………………...8
3 飘影公司出现人才流失问题的原因分析……………………………………………...9
 3.1 社会的原因…………………………………………………………………………9
 3.2 企业的原因…………………………………………………………………………10
 3.2.1 缺乏完善的管理制度………………………………………………………...10
 3.2.2 缺乏专业的人力资源管理理念……………………………………………...12
 3.2.3 文化建设存在误区…………………………………………………………...13
 3.2.4 民营企业家自身的问题……………………………………………………...14
 3.3 员工自身的原因……………………………………………………………………14
 3.3.1 员工的个性偏好及其家庭原因……………………………………………...14
 3.3.2 高薪的诱惑…………………………………………………………………...15
 3.3.3 员工工作的满意度及成就感………………………………………………...15
4 飘影公司应对人才流失问题的策略…………………………………………………...16
 4.1 建立完善的企业管理制度…………………………………………………………16
 4.2 树立正确的人力资源管理理念……………………………………………………18
 4.2.1 民营企业家需转变观念……………………………………………………...18
 4.2.2 营造宽松的职业生涯空间…………………………………………………...19
 4.2.3 善用情感管理方式…………………………………………………………...19
 4.3 实施待遇留人策略…………………………………………………………………21
 4.3.1 建立科学合理的薪酬制度…………………………………………………...21
 4.3.2 设立公平合理的绩效评估体系……………………………………………...21
 4.3.3 其他待遇绩效对策…………………………………………………………...22
 4.4 实施企业文化留人…………………………………………………………………23
 4.4.1 企业文化的塑造途径………………………………………………………...23
 4.4.2 构建具有特色的现代企业文化……………………………………………...23
 4.4.3 提高企业家自身素质………………………………………………………...24
结论………………………………………………………………………………………...26
参考文献………………………………………………………………………………..….27
致谢……………………………………………………………………………………..….28

摘    要

民营经济作为最具活力的经济增长点，是区域经济发展中最活跃、最有优势的经济成分，但由于受到社会制度的约束、企业人力资源管理理念的不够专业和员工自身因素的影响，导致一些民营企业人才流失的情况比较严重，制约了民营企业的发展。民营企业所面临的竞争除了来自企业的管理竞争、市场的竞争、资金的竞争和技术的竞争之外，更多的将是面临着人才的竞争。而人才对于企业的生存和发展都有着重要的意义，并起着越来越重要的作用。那些拥有专业技术与专业知识的核心员工，是构建企业核心竞争力的重要因素，过于频繁的人员流动，特别是核心员工的流动，会造成人才队伍的不稳定、人才流失和技术外泄，不仅使企业遭受人力资本的损失，更威胁到企业发展战略的实施。因此人才，尤其是优秀的人才对我国民营企业的生存与发展就有着决定性的作用，解决人才流失的问题势在必行。
 本文以广东飘影实业有限公司为例，通过分析企业人才流失的现象，总结出导致企业人才流失问题的几个主要原因，并提出解决策略。本文分别从企业管理制度、人力资源管理理念、薪酬管理、绩效考评和企业文化等方面着手，强调要建立完善的企业管理制度、树立正确的人力资源管理理念、营造宽松的职业生涯空间、善用情感管理方式、实施待遇留人策略和企业文化留人策略。

关键词：民营企业，人才流失，绩效考评

Abstract

 As the most energetic economic point of growth, privately-run economy is the most active and advantageous element in the advancement of regional economy. However, the development of privately-run economy is restricted by the serious loss of talented people, which results from the restriction of social institution, the lack of professional management concept of human resources in enterprises, and other factors related to the employees. Besides the competitions of business management, market, capitals and technology, the privately-run economy is mostly under the competition of talented people that have been and will be more and more significant in the survival and development of enterprises. The core employees with professional technique and knowledge are the key elements in constructing core competence of enterprises. The transfer of personnel especially that of core employees will result in instability of personnel, loss of talented people and release of techniques, which not only makes the enterprises suffer from the loss of human capitals, but also threatens the fulfillment of development strategy. Therefore, personnel especially talented people are critical to the survival and development of enterprises, and consequently it is imperative to solve the problem of brain drain.
 Taking Guangdong Puyen Co., Ltd as an example, the paper summarizes the main reasons for brain drain of enterprises and advances the solving measures through relevant analysis. Starting form business management system, management concept of human resources, salary management, performance eva luation and corporate culture, this paper suggests that enterprises set up perfect business management system, establish proper management concept of human resources, leave enough space for careers, and make good use of emotion management to retain talented people with high remuneration and attractive corporate culture.

 Key words: Privately-run enterprises,Brain drain,Performance eva luation