毕业论文 如何控制中小企业人才流失.doc
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毕业论文 如何控制中小企业人才流失,摘 要随着知识经济的到来和全球经济一体化趋势的出现,人才已成为企业最主要的战略资源,企业的竞争归根到底是人才的竞争。企业只有吸引和留住人才,才能在激烈的市场竞争中立于不败之地。 在现代市场经济条件下,市场在资源配置中起基础性作用,人才作为一种资源也遵循这一规律。人才队伍的稳定是相对的,流动是绝对的,任何企业都无法留住所...
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摘 要
随着知识经济的到来和全球经济一体化趋势的出现,人才已成为企业最主要的战略资源,企业的竞争归根到底是人才的竞争。企业只有吸引和留住人才,才能在激烈的市场竞争中立于不败之地。 在现代市场经济条件下,市场在资源配置中起基础性作用,人才作为一种资源也遵循这一规律。人才队伍的稳定是相对的,流动是绝对的,任何企业都无法留住所有人才。从宏观角度看,合理的人才流动有利于企业健康地发展,但对于具体企业而言,人才队伍的相对稳定是必要的。目前国内企业由于某些原因,人才流失现象比较严重,给企业造成了巨大的损失。
论文依据国内外成熟的理论基础。以如何控制中小企业人才流失为研究对象。 调查研究了目前我国中小企业人才流失的现状，分析了影响人才流失的相关个人因素、社会因素和企业因素。并研究了中小企业人才流失给企业带来的影响。常见的有：影响企业成本、影响工作绩效、影响企业内部资源流失等。根据这些原因制定了行之有效的策略。 例如从管理理念、管理机制、管理环境来使企业控制人才流失问题。大力营造企业文化，增强企业凝聚力，使物质激励和精神激励相结合，运用优秀的领导个人魅力善待员工，想员工之所想，完善企业各项规章制度，从源头选择正确的人才，用团队来稳固人才，科学决策带动人才，好的环境和薪酬来留住人才。只有这样企业才能避免人才的流失，尤其是高级管理人员、业务骨干和熟练员工等重要人才的流失。
本文研究的目的在于帮助企业应对激烈的人才竞争,正确应对人才流失问题,使得人才流动与企业的战略决策相匹配,确保企业长期稳定的发展。相信对大多数中小企业会具有一定的参考借鉴意义。
关键词：中小企业；人才流失；对策
ABSTRACT
With the advent of knowledge economy and the emergence of trend of global economic integration, the talented personnel has already become the main strategic resources enterprise, the enterprise the competitive in the final analysis they are talent competition. Enterprise only attract and retain talents, to the fierce market competition. In the modern market economy condition, the market in resource allocation essential role as a kind of resources, talents follow this rule. Talent team of stability is relative, the current is absolute, any enterprise can keep all talents. From the macroscopic Angle, reasonable flow of talent for enterprises to develop healthily, but for specific companies, talent team of relative stability is necessary. At present domestic enterprise for some reason, the brain drain to the enterprise is more serious, the phenomenon caused great loss.
According to the domestic and foreign mature paper theoretical basis. Small and medium-sized enterprises in how to control the loss of talented people for research object. The current research situation of small and medium-sized enterprise brain drain, analyzes the impact of the loss of talented people related individual factor, social factor and enterprise factors. And the small and medium-sized enterprise brain drain to the enterprise impacts. Common are: influence enterprise cost, affecting work performance, influence enterprise internal resources loss, etc. According to these reasons made effective strategy. For example from the management concept, management environment to make enterprise control brain-drain problem. To build enterprise culture, the enhancement enterprise cohesion, material incentive and spiritual incentive, using good leadership personal charisma treat employees, think what you think, perfecting enterprise employees each rules and regulations, to choose the right talents from the source, with the team to stabilize talent, scientific decisions driving talent, good environment and compensation to retain talent. Only in this way can avoid the loss of talent enterprises, especially the senior management personnel, business backbone and skilled employees, and other important talent loss.
The purpose of this study is to help enterprise to fierce competition for talent, correctly deal with the brain-drain problem, make the flow of talent and enterprise strategic decision match, ensure enterprise long-term stable development. For the majority of small and medium-sized enterprises will believe that have certain reference significance.
Keywords: small and medium-sized enterprises; The loss of talented people; countermeasures
目 录
摘 要…………………………………………………………………………
Abstract…………………………………………………………………………
前 言…………………………………………………………………………
一、相关理论研究概况……………………………………………………………
(一) 人力资源管理理论及其发展阶段……………………………………
(二) 其他理论基础…………………………………………………………
二、中小企业人才流失的成因及趋势 ……………………………………………
(一) 中小企业人才流失的成因 ……………………………………………
(二) 中小企业人才的特点与需求 …………………………………………
(三) 中小企业人才流失的趋势 ……………………………………………
三、中小企业人才流失所带来的影响 ……………………………………………
(一) 企业成本增加及发展机会丧失 ………………………………………
(二) 工作绩效下降 …………………………………………………..
随着知识经济的到来和全球经济一体化趋势的出现,人才已成为企业最主要的战略资源,企业的竞争归根到底是人才的竞争。企业只有吸引和留住人才,才能在激烈的市场竞争中立于不败之地。 在现代市场经济条件下,市场在资源配置中起基础性作用,人才作为一种资源也遵循这一规律。人才队伍的稳定是相对的,流动是绝对的,任何企业都无法留住所有人才。从宏观角度看,合理的人才流动有利于企业健康地发展,但对于具体企业而言,人才队伍的相对稳定是必要的。目前国内企业由于某些原因,人才流失现象比较严重,给企业造成了巨大的损失。
论文依据国内外成熟的理论基础。以如何控制中小企业人才流失为研究对象。 调查研究了目前我国中小企业人才流失的现状，分析了影响人才流失的相关个人因素、社会因素和企业因素。并研究了中小企业人才流失给企业带来的影响。常见的有：影响企业成本、影响工作绩效、影响企业内部资源流失等。根据这些原因制定了行之有效的策略。 例如从管理理念、管理机制、管理环境来使企业控制人才流失问题。大力营造企业文化，增强企业凝聚力，使物质激励和精神激励相结合，运用优秀的领导个人魅力善待员工，想员工之所想，完善企业各项规章制度，从源头选择正确的人才，用团队来稳固人才，科学决策带动人才，好的环境和薪酬来留住人才。只有这样企业才能避免人才的流失，尤其是高级管理人员、业务骨干和熟练员工等重要人才的流失。
本文研究的目的在于帮助企业应对激烈的人才竞争,正确应对人才流失问题,使得人才流动与企业的战略决策相匹配,确保企业长期稳定的发展。相信对大多数中小企业会具有一定的参考借鉴意义。
关键词：中小企业；人才流失；对策
ABSTRACT
With the advent of knowledge economy and the emergence of trend of global economic integration, the talented personnel has already become the main strategic resources enterprise, the enterprise the competitive in the final analysis they are talent competition. Enterprise only attract and retain talents, to the fierce market competition. In the modern market economy condition, the market in resource allocation essential role as a kind of resources, talents follow this rule. Talent team of stability is relative, the current is absolute, any enterprise can keep all talents. From the macroscopic Angle, reasonable flow of talent for enterprises to develop healthily, but for specific companies, talent team of relative stability is necessary. At present domestic enterprise for some reason, the brain drain to the enterprise is more serious, the phenomenon caused great loss.
According to the domestic and foreign mature paper theoretical basis. Small and medium-sized enterprises in how to control the loss of talented people for research object. The current research situation of small and medium-sized enterprise brain drain, analyzes the impact of the loss of talented people related individual factor, social factor and enterprise factors. And the small and medium-sized enterprise brain drain to the enterprise impacts. Common are: influence enterprise cost, affecting work performance, influence enterprise internal resources loss, etc. According to these reasons made effective strategy. For example from the management concept, management environment to make enterprise control brain-drain problem. To build enterprise culture, the enhancement enterprise cohesion, material incentive and spiritual incentive, using good leadership personal charisma treat employees, think what you think, perfecting enterprise employees each rules and regulations, to choose the right talents from the source, with the team to stabilize talent, scientific decisions driving talent, good environment and compensation to retain talent. Only in this way can avoid the loss of talent enterprises, especially the senior management personnel, business backbone and skilled employees, and other important talent loss.
The purpose of this study is to help enterprise to fierce competition for talent, correctly deal with the brain-drain problem, make the flow of talent and enterprise strategic decision match, ensure enterprise long-term stable development. For the majority of small and medium-sized enterprises will believe that have certain reference significance.
Keywords: small and medium-sized enterprises; The loss of talented people; countermeasures
目 录
摘 要…………………………………………………………………………
Abstract…………………………………………………………………………
前 言…………………………………………………………………………
一、相关理论研究概况……………………………………………………………
(一) 人力资源管理理论及其发展阶段……………………………………
(二) 其他理论基础…………………………………………………………
二、中小企业人才流失的成因及趋势 ……………………………………………
(一) 中小企业人才流失的成因 ……………………………………………
(二) 中小企业人才的特点与需求 …………………………………………
(三) 中小企业人才流失的趋势 ……………………………………………
三、中小企业人才流失所带来的影响 ……………………………………………
(一) 企业成本增加及发展机会丧失 ………………………………………
(二) 工作绩效下降 …………………………………………………..
