FY医药公司人才流失问题研究

发布时间：2018-01-27 13:17

本文关键词： 医药公司人才流失激励　出处：《安徽财经大学》2017年硕士论文　论文类型：学位论文

【摘要】：医药产业是国民经济的重要组成部分,兼具传统产业与现代产业的特点。经济全球化趋势的加快,使得医药企业在迎来难得机遇的同时,更面临严峻挑战,如何在激烈的国际竞争中求得长期生存与持续发展,成为我国医药企业亟待解决的重要课题。事实上,随着医药产业由劳动密集型向知识(技术)密集型转变,人才开始成为决定医药企业经营成败的关键因素,做好人才尤其是核心人才的激励工作,保持员工队伍的稳定与忠诚,控制人才的流失是新形势下医药企业谋求发展必然选择。2015年国内新药典颁布,药品GMP认证进一步严格化,医药企业普遍开始紧缩,人才流失问题成为困扰管理者的一大难题。基于此种现实背景,本文以FY医药公司为样本,运用人力资源管理和组织行为学的相关理论与原理,对医药企业的人才流失问题进行了系统讨论。论文结构具体如下:首先,本文对研究背景、研究目的、意义、内容、方法、研究中的难点以及国内外研究现状等进行阐述和介绍,并对人才流失概念和员工激励进行系统梳理,作为本研究的理论基础;其次,对FY医药公司的基本情况和人才流失问题的现状进行了介绍,并结合问卷调查,运用案例分析和数据统计分析法,从社会环境、企业自身和员工个人等三个方面对FY医药公司人才流失的原因进行系统分析;再次,鉴于外部环境和员工个人因素相对难以控制,且问卷调查提示的人才流失原因也更多指向企业内部,论文聚焦企业内部,从完善制度建设与构建利益博弈机制两个方面尝试为解决FY医药公司人才流失问题提出针对性的政策建议与实施保障。最后,对研究进行总结并提出展望,希望能有助于FY医药公司人才流失问题的解决,也能对其他有相似问题的医药企业起到借鉴作用。医药企业要控制人才流失,既需要不断完善企业内部激励机制,也要善用利益博弈。本文的创新性工作在于提出:一是结合医药行业特点,控制人才流失,完善激励机制的重心于向核心人才倾斜,并合理运用劳资双方利益博弈;二是结合企业自身情况,建立人才预警信息系统,防止人才大量流失。
[Abstract]:Pharmaceutical industry is an important part of the national economy, with the characteristics of both traditional and modern industries. With the acceleration of economic globalization, pharmaceutical enterprises are faced with severe challenges as well as rare opportunities. How to obtain long-term survival and sustainable development in the fierce international competition has become an important issue to be solved by Chinese pharmaceutical enterprises. In fact, with the transformation of pharmaceutical industry from labor-intensive to knowledge-intensive. Talent began to become the key factor to determine the success or failure of the management of pharmaceutical enterprises, to do a good job in stimulating talents, especially core talents, and to maintain the stability and loyalty of the staff. Controlling the loss of talents is an inevitable choice for pharmaceutical enterprises to seek development under the new situation. In 2015, the domestic new pharmacopoeia was promulgated, drug GMP certification became more strict, and pharmaceutical enterprises generally began to tighten. The problem of brain drain has become a difficult problem for managers. Based on this kind of realistic background, this paper takes FY pharmaceutical company as a sample, using the relevant theories and principles of human resource management and organizational behavior. The structure of this paper is as follows: first, this paper is about the research background, research purpose, significance, content and methods. The difficulties in the research as well as the current research situation at home and abroad are described and introduced, and the concept of brain drain and employee motivation are systematically combed, as the theoretical basis of this study; Secondly, the basic situation of FY pharmaceutical company and the current situation of brain drain are introduced, and combined with the questionnaire survey, the use of case analysis and data statistical analysis, from the social environment. The reasons of the brain drain in FY pharmaceutical company are analyzed systematically from three aspects: the enterprise itself and the individual employee. Thirdly, in view of the external environment and personal factors of employees are relatively difficult to control, and the reasons of brain drain suggested by the questionnaire are more pointed to the internal enterprise, the paper focuses on the internal enterprise. From the two aspects of perfecting the system construction and constructing the benefit game mechanism, this paper tries to put forward the targeted policy recommendations and implementation guarantees to solve the problem of the brain drain in FY pharmaceutical company. Finally, the research is summarized and the prospect is put forward. Hope to help FY pharmaceutical companies to solve the brain drain problem, but also to other similar problems of pharmaceutical enterprises to play a reference role. Pharmaceutical enterprises to control the brain drain. The innovative work of this paper lies in the following points: firstly, combining the characteristics of the pharmaceutical industry, we should control the brain drain. The focus of perfecting the incentive mechanism is to tilt to the core talents, and make use of the benefit game between labor and capital reasonably; Second, combining the enterprise's own situation, establish a talent warning information system to prevent a large number of brain drain.
【学位授予单位】：安徽财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F426.72

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