宝钢集团人才流失的成因及解决方案
发布时间：2018-12-13 13:09
【摘要】：随着国企参与市场程度的加深,国企也加入了愈演愈烈的人才争夺战,国有企业人才流失已经成为了一个普遍的现象,国有企业在参与市场竞争中也逐步认识到人才流失对企业造成的严重危害以及解决的必要性。目前国有企业主要的流失人群有中层的管理者、外聘人才、专业的技术人才以及新进的大学生等,企业通常为这些人群投入了一定的培训成本,这些人可能有丰富的实践或是技术经验,或者是有非常完善的专业知识,这些人才的流失会给国有企业造成很多负面影响。研究目前国有企业人才流失的主要影响因素并提出解决方案在国有企业人才不断流失的背景下尤其重要。 本文以宝钢集团的人才流失作为研究的对象,在理论和相关的流失模型的指导下,通过查找宝钢集团的相关资料,结合人才流失的模型从制度、企业以及人才自身三个方面分析了宝钢集团人才流失的主要原因,最后针对人才流失的主要原因提出了解决措施包括科学规划人才,建立合理的用人机制；完善人才招聘和配置机制,合理设置职位体系；充分利用人才开发院,完善人才培训与开发机制；建立有效的激励机制,提高人才工作满意度；建立人才流失的预防机制,进行员工离职管理在内的五个解决措施。
[Abstract]:With the deepening of the participation of state-owned enterprises in the market, the state-owned enterprises have also joined the increasingly fierce battle for talents. The brain drain of state-owned enterprises has become a common phenomenon. In the process of participating in the market competition, the state-owned enterprises gradually realize the serious harm caused by the brain drain to the enterprises and the necessity of solving it. At present, the main loss groups of state-owned enterprises are middle-level managers, external talents, professional and technical personnel, and new college students. Enterprises usually put in a certain amount of training cost for these people. These people may have rich practice or technical experience, or have very good professional knowledge, these brain drain will have a lot of negative impact on state-owned enterprises. It is particularly important to study the main factors affecting the brain drain of state-owned enterprises and put forward solutions under the background of continuous brain drain in state-owned enterprises. Under the guidance of theory and relevant loss model, this paper takes the loss of talents of Baosteel Group as the research object, through looking up the relevant information of Baosteel Group, combining the model of brain drain from the system, This paper analyzes the main reasons of the loss of talents in Baosteel Group from three aspects of enterprise and talent itself, and finally puts forward some measures to solve the problem, including scientific planning of talents and establishment of reasonable employment mechanism. Perfect the talent recruitment and disposition mechanism, set up the position system reasonably, make full use of the talent development institute, perfect the talent training and development mechanism, set up the effective incentive mechanism, improve the job satisfaction degree of the talented person; Set up the prevention mechanism of the brain drain, carry on the five solving measures including the management of staff leaving.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.31;F272.92
本文编号：2376585
[Abstract]:With the deepening of the participation of state-owned enterprises in the market, the state-owned enterprises have also joined the increasingly fierce battle for talents. The brain drain of state-owned enterprises has become a common phenomenon. In the process of participating in the market competition, the state-owned enterprises gradually realize the serious harm caused by the brain drain to the enterprises and the necessity of solving it. At present, the main loss groups of state-owned enterprises are middle-level managers, external talents, professional and technical personnel, and new college students. Enterprises usually put in a certain amount of training cost for these people. These people may have rich practice or technical experience, or have very good professional knowledge, these brain drain will have a lot of negative impact on state-owned enterprises. It is particularly important to study the main factors affecting the brain drain of state-owned enterprises and put forward solutions under the background of continuous brain drain in state-owned enterprises. Under the guidance of theory and relevant loss model, this paper takes the loss of talents of Baosteel Group as the research object, through looking up the relevant information of Baosteel Group, combining the model of brain drain from the system, This paper analyzes the main reasons of the loss of talents in Baosteel Group from three aspects of enterprise and talent itself, and finally puts forward some measures to solve the problem, including scientific planning of talents and establishment of reasonable employment mechanism. Perfect the talent recruitment and disposition mechanism, set up the position system reasonably, make full use of the talent development institute, perfect the talent training and development mechanism, set up the effective incentive mechanism, improve the job satisfaction degree of the talented person; Set up the prevention mechanism of the brain drain, carry on the five solving measures including the management of staff leaving.
【学位授予单位】：湖南师范大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.31;F272.92
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