文档介绍：编号:
审定成绩:
重庆邮电大学移通学院
毕业设计(论文)
设计(论文)题目:
我国中小企业人才流失对策分析
单位(系别) :
工商管理
学生姓名:
专业:
班级:
学号:
指导教
师:
答辩组负责人:
孙玺
填表时间: 2013年 05 月
重庆邮电大学移通学院教务处制
摘要
随着社会的发展,市场竞争日益激烈,对于我国的中小企业而言,由于其财力、物力有限,不可能与大企业比资金、比实力。因而人才,尤其是优秀的人才对我国的中小企业的生存与发展就有着决定性的作用。但是,由于社会、历史和自身等诸多因素的影响,人才在我国的中小企业中往往难以发挥自己的才能,人才流失现象相当严重,给企业带来了不可估量的损失。到了2008年后,很多企业出现了用人荒,这种情况是由很多原因造成的,大体上有人才在企业得不到发展、公司的待遇满足不了员工需求、同一岗位人才过剩、员工之间关系紧张等。针对这种情况,作为企业的管理者应该采取积极措施留住人才,人才的重要作用越来越被企业管理者重视。但中小企业人力资源管理的现状对人才招聘工作产生了一定的不利影响,对企业发展产生了阻碍作用如何控制人才的流失,特别是怎样留住核心人才已经成为现代企业的热门话题和关注点。文章从我国中小企业人才流失的现状、影响及原因分析入手,探寻有效控制中小企业人才流失的措施,以期更好地保障和促进中小企业的健康、快速发展。
【关键词】人才流失管理对策
ABSTRACT
With the development of the society, the market petitive, for small and medium-sized enterprises in our country, due to its limited financial and material resources, can't and big business than money, than strength. Therefore, personnel especially talented people on our country's small and medium-sized enterprise's survival and development have decisive role. However, due to the influence of many factors such as society, history and their own, talents in our country small and medium-sized enterprises are often difficult to use of their talents and brain drain phenomenon is quite serious, has brought immeasurable losses to the enterprise. Appeared 2008 years later, many enterprises choose and employ persons, this situation is caused by many reasons, generally have a talent in the enterprise can’t get development, company treatment can't satisfy the demand, the same jobs talent excess, tension between employees, etc. According to this situation, as managers of enterprises should take active measures to retain talent, talent's important role more and more taken seriously by enterprise managers. But the status quo of small and medium-sized enterprise human resources management has a certain adverse impact on the recruitment work, for enterprise development from a loss of how to control talents; especially how to keep the core talents has e a hot topi