文档介绍：本科生毕业论文
标题: 中小民营企业人才流失现状与对策浅析
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指导教师: 陈静(签名)
2013年月日
中小民营企业人才流失现状及对策浅析
摘要
21世纪,知识对经济的贡献度已经远超其它生产要素,人才作为知识的载体,已经成为了企业生存竞争的核心。中小民营企业由于起步晚,资金不充足,管理经营不足,管理理念意识不到位,缺乏对人才的职业生涯规划以及绩效管理落后、培训开发不到位,加上薪酬不具备竞争力、缺少激励性,不重视企业文化建设等原因造成了严重的人才流失问题。
中小民营企业对于国家经济的重要程度正日益增长,而中小民营企业的发展离不开人才的支持。严重的人才流失是一个亟待解决的社会问题,许多学者对此表示了关注,但是总体上缺乏实证分析,本文希望能在此方面提供一些有意义的尝试。本文主要是通过查阅整理、分析大量研究文献、统计数据和报刊网络等资源,对中小民营企业人才流失的现状进行了分析,同时给予了相应的对策浅析。通过大量的文献研究,结合实习的实践机会对人才流失问题进行了相关实证分析。
通过对人才流失问题的大量文献分析结合H民营交通运输企业的实证分析,我们可以看到人才流失是一个系统问题,在处理人才流失具体情景中,每个企业需要首先转变传统的错误观念,培养先进的企业管理理念,根据自身的战略和经营情况,从重视员工的能力增长开始,设计职业生涯规划,绩效管理和薪酬方案,重塑企业人力资源管理体系,利用相关激励方式和原则吸引和留住人才。
关键词:人才流失,中小民营企业,激励,人力资源管理
Brain Drain Current Situation and Countermeasures of small and medium-sized private enterprises
Abstract
In the 21st century, the contribution of knowledge to economy has far exceeded that of other production factors. As the carrier of knowledge, talent has been the core of the petition of enterprises. As a fact, there are serious brain drain problems in most small and medium-sized private enterprises. It is due to the fact that they start lately with insufficient support and the lack of management, that they are lack of career planning for their employees. The imperfect of the human resources system causes problems such as unfair and insufficient incentives.
The small and medium-sized private enterprises play a more and more important role in national economy. Obviously, they cannot develop well without the support of talents. Serious brain drain is an urgent social problem to be solved. Many scholars have expressed their concern on this problem, but I am afraid there is a lack of empirical analysis in general. I hope to provide some meaningful try in this article. Through sorting and analyzing a large number of research literature, statistical data work resources, I did some analysis on the present situation of the problem. In the end, I came up with some corresponding countermeasures. Having the