【摘要】：伴隨著全球經(jīng)濟(jì)一體化的到來(lái),人才的作用越發(fā)凸顯,因?yàn)闊o(wú)論是國(guó)家發(fā)展還是企業(yè)間的競(jìng)爭(zhēng),歸根結(jié)底就是人才的競(jìng)爭(zhēng)。企業(yè)只有擁有了人才優(yōu)勢(shì),才能在今后的發(fā)展競(jìng)爭(zhēng)中取勝。所以對(duì)人才的儲(chǔ)備就成為了企業(yè)發(fā)展的核心競(jìng)爭(zhēng)力。 然而隨著中國(guó)改革開(kāi)放的進(jìn)一步深化,越來(lái)越多的中小民營(yíng)企業(yè)不斷涌現(xiàn),逐漸在我國(guó)國(guó)民經(jīng)濟(jì)中的占據(jù)了重要地位,對(duì)穩(wěn)定社會(huì)就業(yè)起到關(guān)鍵作用。但我們又不能不面對(duì)這樣一個(gè)事實(shí),那就是中小民營(yíng)企業(yè)中人才流失比例一直很高,這也成為了困擾我國(guó)中小企業(yè)進(jìn)一步向前發(fā)展的突出問(wèn)題。 本文針對(duì)深柯化工人才流失案例的研究,通過(guò)對(duì)企業(yè)人才流失的現(xiàn)象分析,運(yùn)用工商管理課程中人力資源管理與組織行為學(xué)的有關(guān)知識(shí),結(jié)合企業(yè)的實(shí)際,著重從社會(huì)環(huán)境因素、企業(yè)的招聘與培訓(xùn)、薪酬管理與績(jī)效考核、企業(yè)文化以及個(gè)人因素,這五個(gè)方面分析企業(yè)人才流失的原因,并根據(jù)分析結(jié)果,建議企業(yè)以戰(zhàn)略眼光重視人力資源規(guī)劃,科學(xué)合理建設(shè)完善的人力資源管理體系并塑造具有強(qiáng)大凝聚力的企業(yè)文化,力求企業(yè)在今后的經(jīng)營(yíng)過(guò)程中能給吸引人才、留住人才,為企業(yè)實(shí)現(xiàn)其發(fā)展目標(biāo)奠定基礎(chǔ)。
[Abstract]:With the advent of global economic integration, the role of talent is more and more prominent, because whether national development or competition among enterprises, the final analysis is talent competition. The enterprise only has the talent advantage, can win in the future development competition. Therefore, the reserve of talents has become the core competitiveness of enterprise development. However, with the deepening of China's reform and opening up, more and more small and medium-sized private enterprises continue to emerge, gradually occupying an important position in China's national economy, and play a key role in stabilizing social employment. However, we cannot help but face the fact that the brain drain ratio in small and medium-sized private enterprises has always been very high, which has also become a prominent problem that puzzles the further development of small and medium-sized enterprises in our country. Based on the case study of brain drain in Shenke Chemical Industry, this paper analyzes the phenomenon of brain drain in enterprises, applies the relevant knowledge of human resource management and organizational behavior in the course of business administration, and combines the actual situation of the enterprise. This paper analyzes the causes of brain drain from five aspects: social environmental factors, recruitment and training of enterprises, salary management and performance appraisal, corporate culture and personal factors, and according to the results of the analysis, It is suggested that enterprises should attach importance to human resource planning in a strategic perspective, scientifically and rationally construct a perfect human resource management system and shape a strong cohesive force of corporate culture, and strive to attract and retain talents in the course of business in the future. Lay the foundation for enterprises to achieve their development goals.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2013
【分類(lèi)號(hào)】：F272.92;F426.722

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