J企业人才流失的原因分析与对策研究

发布时间：2018-04-05 23:11

本文选题：工业企业　切入点：人才流失　出处：《宁夏大学》2015年硕士论文

【摘要】：石嘴山市作为宁夏传统的老工业城市,多年以来以煤炭资源为主的传统工业发展势头迅猛,为全区乃至全国提供了多种价廉质优的工业产品,但随着煤炭资源的枯竭以及国家政策的倾斜,传统工业企业转型升级迫在眉睫,资金和人才就成为了能否转型升级的关键因素。J企业作为一家以冶金化工产业为主,集生产、销售和物流为一体的集团公司。近年来,公司积极响应国家调整转型的产业政策,投入大量资金,拆小建大,大力发展循环经济,在短时间内取得了社会效益和经济效益的双丰收。但是随着经济发展进入新常态,经济下行压力持续加大,各项资源的制约因素逐步显现,人力资源作为企业最为重要的资源之一,是企业稳定持续发展不可或缺的重要因素。作为石嘴山市的龙头民营企业,由于企业人力资源管理不规范、人才就业观念改变、企业间竞争加剧等因素,J企业人才流失现象越来越严重,给企业带来了不小的损失,如何减少人才流失,已经成为企业必须重视和面对的问题。本文从有关人才流失概念模型、激励理论模型和抽样调查相关理论入手,采用统计分析法和问卷调查法,对J企业概况、人力资源现状和人才流失情况进行了阐述,深入分析了人才流失为企业发展带来了各种影响,通过调查问卷和个别谈话的方式,从外界环境因素、企业综合因素和个人层面因素三个方面详细分析了企业人才流失的原因,并针对问题结合企业自身实际制定了降低人才流失的对策。首先,企业要树立科学的管理理念,制定人力资源长期规划,不断加强企业文化建设,增强企业内部人才的凝聚力和向心力。其次,完善企业内部管理制度,建立合理的激励、考评、预警和选聘机制。第三,完善员工职业生涯发展规划,细化职位层级,疏通人才晋升渠道,加强人才职业培训,帮助人才健康成长。最后,建立合理的约束机制,企业按照合理合法的原则,不断提升劳动合同的约束力,维护企业和人才个人的合法权益。
[Abstract]:As the traditional industrial city of Ningxia, Shizuishan City has been developing rapidly for many years, with coal resources as the main source of traditional industry. It has provided a variety of low-cost and excellent industrial products for the whole region and even the whole country.However, with the depletion of coal resources and the inclination of national policies, the transformation and upgrading of traditional industrial enterprises is imminent. Capital and talent become the key factors for transformation and upgrading. As a metallurgical and chemical industry as the main enterprise, J enterprise gathers production.Sales and logistics as one of the group companies.In recent years, the company responded positively to the industrial policy of national adjustment and transformation, invested a large number of funds, dismantled small buildings, vigorously developed circular economy, and achieved a double harvest of social and economic benefits in a short period of time.However, with the economic development into the new normal, the downward pressure of the economy continues to increase, and the constraints of various resources gradually appear. As one of the most important resources of enterprises, human resources is an indispensable and important factor for the stable and sustainable development of enterprises.As a leading private enterprise in Shizuishan City, the phenomenon of brain drain is becoming more and more serious due to the non-standard management of human resources, the change of the concept of talent employment and the intensification of competition among enterprises, which has brought great losses to the enterprises.How to reduce the brain drain has become a problem that enterprises must pay attention to and face.Starting with the concept model of brain drain, incentive theory model and sampling investigation theory, this paper introduces the general situation of J enterprise, the present situation of human resources and the situation of brain drain by means of statistical analysis and questionnaire survey.This paper deeply analyzes the influence of the brain drain on the development of the enterprise, analyzes the reasons of the brain drain of the enterprise in detail from three aspects of the external environment factor, the enterprise comprehensive factor and the personal level factor through the way of questionnaire and individual conversation.In view of the problem, the author makes the countermeasures to reduce the brain drain in combination with the actual situation of the enterprise itself.First of all, enterprises should set up scientific management concept, formulate long-term planning of human resources, constantly strengthen the construction of corporate culture, enhance the cohesion and centripetal force of talents in enterprises.Secondly, improve the internal management system and establish reasonable incentive, appraisal, early warning and employment mechanism.Third, perfect the staff career development plan, refine the position level, dredge the talent promotion channel, strengthen the talented person occupation training, help the talented person to grow healthily.Finally, establish a reasonable restraint mechanism, according to the principle of reasonable and legal, constantly enhance the binding force of labor contracts, protect the legitimate rights and interests of enterprises and talents.
【学位授予单位】：宁夏大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F272.92;F426.3

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