江苏腾龙电子公司人才流失问题研究

发布时间：2018-07-14 11:06

【摘要】：当今社会,人才在社会发展中的重要作用愈益明显。市场经济的竞争日益激烈,在严酷的优胜劣汰中,企业的生存和发展与人才紧紧地联系在一起,企业要发展壮大就一定要重视人才的培养和使用。中小民营企业的生存和发展离不开人才的智力支持。如今,商品经济越来越发达,企业之间的竞争不再仅仅局限于产品竞争,对人才的竞争显得更为紧要。本研究针对当前中小民营企业中出现的人才流失现象,通过对流失人才问卷调查的方式,以江苏腾龙电子公司为例,对人才流失情况进行统计分析。经研究,认为江苏腾龙电子公司人才流失的主要原因是：第一,薪酬及福利待遇问题。在当前物价上涨,通货膨胀的情况下,人们的生活成本逐渐增加,而民营企业在薪酬级福利待遇方面不能灵活地满足人才‘的需要,为了获得更好的薪酬级福利待遇,人才不得不离职寻求更好的工作机会；第二,岗位设置和晋升制度问题。专业技术人才对于公司的机构设置和职务晋升制度不满意,员工的职业培训机会少,晋升发展空间太小；第三,工作环境和人际关系问题。企业内的工作环境不令人满意,而上下级之间、同事之间沟通不顺畅,人际关系紧张。部分人才离开是由于人际关系不协调,团队协作不和谐造成的。针对问卷调查分析的人才流失的原因,本研究提出了系列的应对措施和策略。在薪酬福利方面,将薪酬与绩效考评挂钩,公平透明的发放工资,构建合理的福利体系,保障人才的各种权益,实现员工待遇优化,提高员工的满意度；在人才素质方面,要把控好人才流入环节,全面提升员工的各项素质,力求培养高素质的人才队伍,提高公司人才的业务能力；在工作环境的优化方面,为人才的工作和生活提供良好的工作环境,建立良好畅通的沟通渠道；在人才的使用方面,完善企业的用人制度,采用灵活的用人策略,根据人才的具体情况使用不同的方法和对策,做到因人而异,人尽其才；在员工的职业发展方面,公司要为员工提供完善的晋升平台,为人才提供较好的人性化环境,在企业和人才的发展中实现企业和人刊‘共同发展,人才在职业的发展晋升中得到较好的发展平台；针对公司的人才流失的紧急情况,建立人才流失预防机制,进行人才储备计划,以便预防和处理各种不确定的因素造成的人才流失,将人才流失为企业的发展带来的损失缩小到最小化,留住公司的骨干人才,以保障公司的整体效益。
[Abstract]:In today's society, the important role of talents in the social development is becoming more and more obvious. The competition of the market economy is increasingly fierce. In the severe survival and survival of the fittest, the survival and development of the enterprises are closely linked with the talents. The development and expansion of the enterprises must pay attention to the cultivation and use of talents. Now, the commodity economy is more and more developed, the competition between enterprises is no longer limited to product competition, and the competition for talents is more urgent. This study aims at the phenomenon of brain drain in the current small and medium private enterprises, and takes the Jiangsu Tenglong electronics company as an example. The main reasons for the brain drain of Jiangsu Tenglong electronics company are: first, the problem of salary and welfare. In the current price rise and inflation, the living cost of people is increasing gradually, and the private enterprises can not flexibly satisfy the talent in pay level welfare treatment. In order to obtain better remuneration level benefits, in order to obtain better remuneration level benefits, talents have to leave to seek better job opportunities; second, job setting and promotion system problems. Professional and technical personnel are not satisfied with the organization and promotion system of the company, the staff training machine will be less, the promotion and development space is too small; third, work environment. And interpersonal problems. The working environment within the enterprise is not satisfactory, and between the upper and lower levels, the communication between the colleagues is not smooth and the interpersonal relationship is tense. Part of the talent leave is due to the incoordination of interpersonal relations and the disharmony of the team cooperation. In terms of salary and welfare, pay and performance evaluation are linked, fair and transparent pay is paid, a reasonable welfare system is built, all kinds of rights and interests of talents are guaranteed, employees' treatment is optimized and employees' satisfaction is improved. In terms of talent quality, it is necessary to control the flow of talents well and improve the quality of employees in an all-round way and strive to cultivate high quality. The quality of the talent team, improve the business ability of the company personnel; in the optimization of the working environment, provide a good working environment for the work and life of the talent, establish a good communication channel; in the use of talent, improve the enterprise's personnel system, the use of flexible use of people strategy, according to the specific circumstances of the use of talent is not used. The same methods and countermeasures should be different from person to person. In the career development of employees, the company should provide a perfect promotion platform for employees, provide a better human environment for talents, realize the joint development of enterprises and human journals in the development of enterprises and talents, and people get a better development in the career development and promotion. In order to prevent and deal with the loss of talents caused by all kinds of uncertain factors, the loss of talents will be reduced to the minimum, and the backbone of the company will be retained to ensure the overall efficiency of the company.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：F272.92;F426.63

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