株洲硬质合金集团人才流失问题及应对策略研究

发布时间：2018-03-22 08:20

本文选题：株硬集团　切入点：人才流动理论　出处：《中南大学》2013年硕士论文　论文类型：学位论文

【摘要】：随着时代的发展,人力资源已经成为企业最宝贵的资源。而另一方面,人才的流动越来越频繁,企业人才流失的现象日趋严重,特别是在传统制造加工业,人才流失现象已经开始阻碍企业的可持续发展。株洲硬质合金集团(简称株硬集团)作为国家“一五”期间建设的156项重点工程之一,拥有雄厚的资金基础和发展潜力,然而与之不相匹配的是人才流失问题日渐突出。因此,深入研究人才流失的现状及原因显得格外重要。本文以人力资源理论为基础,深入探讨了株硬集团人才现状,针对人才流失问题提出相应的解决方法。为了探寻株硬集团人才流动性和人才流失情况,本文在株硬集团内部进行了一次工作满意度和离职原因的问卷调查。通过对106名现有职工和已离职员工的调查,了解他们对公司的薪酬、培训和晋升体系的满意情况,以及其离职的主要原因。根据调查结果,并结合国内外对人才流失的相关模型,如普莱斯模型,我们将株硬集团人才流失的影响因素分为3大类。其中,个人因素主要包括年龄,性格,身体状况等；企业相关因素包括薪酬水平,培训体系,职位设计,领导激励和企业文化等；环境因素包括行业前景和地理位置等。这其中,企业相关因素是最重要的影响人才流失的原因。根据株硬集团人才流失的原因,相应地提出了株硬集团人才流失问题的解决对策。本文认为,企业在有效控制人才流失问题时,应从3个原则——树立正确的离职观念,明确以人为本的管理理念和构建以“法”治理的管理体系出发,从6个方面——薪酬、激励、培训、工作职责、职业规划、企业文化体系设计来作出战略和政策调整。通过这些方面的优化设计,株硬集团能够将人才的流失降低到最低限度,维持一个合理的人才流动比率。
[Abstract]:With the development of the times, human resources have become the most valuable resources of enterprises. On the other hand, the flow of talents is becoming more and more frequent, and the phenomenon of brain drain is becoming more and more serious, especially in the traditional manufacturing and processing industry. The phenomenon of brain drain has begun to hinder the sustainable development of enterprises. As one of the 156 key projects built during the first Five-Year Plan period, Zhuzhou cemented Carbide Group (Zhuzhou hard Group) has a strong financial base and development potential. However, the problem of brain drain is becoming more and more prominent. Therefore, it is very important to study the current situation and causes of brain drain. Based on the theory of human resources, this paper probes into the present situation of talents in Zhu-hard Group, and puts forward corresponding solutions to the problem of brain drain, in order to explore the fluidity and brain drain of talents in Zhu-hard Group. In this paper, we conducted a survey on job satisfaction and reasons for leaving our company. Through a survey of 106 existing and former employees, we found out their satisfaction with the company's salary, training and promotion system. According to the results of the investigation, combined with the relevant models of brain drain at home and abroad, such as Price model, we divide the factors that affect the brain drain of hard Group into three categories. Personal factors mainly include age, personality, physical condition, etc. Enterprise related factors include salary level, training system, position design, leadership motivation and corporate culture. Environmental factors include industry prospect and geographical location. Enterprise-related factors are the most important factors affecting the brain drain. According to the reasons of the brain drain of Zhuhard Group, this paper puts forward the countermeasures to solve the problem of the brain drain of the Group. This paper holds that the enterprise should set up the correct concept of leaving the company from three principles when effectively controlling the problem of brain drain. Clear people-oriented management concept and construction of "law" governance management system, from six aspects-salary, incentive, training, job responsibilities, career planning, Through the optimal design of these aspects, Zhuhard Group can reduce the brain drain to the minimum and maintain a reasonable talent flow ratio.
【学位授予单位】：中南大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.3

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