S科技公司的人才流失分析与对策研究
发布时间：2019-05-23 21:02
【摘要】：随着知识经济时代的到来,谁拥有更多人才,谁掌握核心技术,谁就能拥有主动权和竞争力。企业间的竞争已经逐渐转变为人才的竞争,各企业都想尽办法招揽人才。IT行业因为产品周期短、创新要求高、技术革新快的特点,对人才的依赖性要高于其他行业。但是,因为市场对于IT人才的巨大需求,知识密集、待遇较高的行业特点,以及就业观念的转变,造成IT行业人员流动比较频繁的客观现象。人才的正常流动可以为企业注入新鲜血液,提高企业竞争力;而不合理的人才流动会给企业带来很大的损失和负面影响。因为发展迅速的行业特点,人才流失对IT行业造成的影响要比其他行业更快、更严重。如何减缓人才流失、稳定人才队伍就成为IT行业和各企业的当务之急。本文以国内外人才流失的理论模型和文献研究为基础,通过理论研究法、文献综述法和案例分析法,对IT行业人才流失问题的成因进行了分析。分析认为IT行业的人才流失率之所以居高不下,从本质上说是市场对技术人才的需求量很大,同时又以年龄为条件限制了人才的发展,这就造成了大量的人才进入人力资源市场,并频繁流动以期获得高薪和发展,又在达到一定年龄后离开该行业。正如美国的一位管理人士所说,不要把人才当作一个水库,应该当成一条河流来管理,不要期待它不流动,而应设法管理它的速度和方向。IT行业的人才就像是一条河流,只是它的流速过快。此外,IT行业以80、90后为主力军,他们的诉求更多样化,高薪、发展、培训、工作环境都是很重要的关注点,而国内IT行业以中小型民营企业为主,在管理上存在不完善之处,很多企业不能做到“以人为本”,满足他们的诉求,他们最终会选择“跳槽”。S科技公司作为IT行业中的一员,技术人才构成、流失都符合行业特征,本文通过分析S公司的具体情况,以提升人力资源管理水平、控制人才流失为目标,从留人体系和预警体系两个方面,给出相应的人才流失对策,希望可以为IT行业改善人才流失问题提供参考。由于技术更新快、工作任务繁重等原因,企业对技术人才的年龄要求更为严格,因此本文主要根据员工的年龄特点和工龄特点,建立留人体系;预警体系由预警管理及离职面谈两部分组成,提高公司对人才流失的重视程度及应对能力,从而降低人才流失率。
[Abstract]:With the advent of the era of knowledge economy, who has more talents, who master the core technology, who can have the initiative and competitiveness. The competition among enterprises has gradually changed into the competition of talents, and all enterprises have tried their best to recruit talents. Because of the characteristics of short product cycle, high innovation requirements and rapid technological innovation, IT industry is more dependent on talents than other industries. However, due to the huge demand for IT talents in the market, the characteristics of the industry with dense knowledge and high treatment, as well as the change of employment concept, the objective phenomenon of frequent flow of personnel in IT industry is caused. The normal flow of talents can inject fresh blood into enterprises and improve the competitiveness of enterprises, while unreasonable flow of talents will bring great losses and negative effects to enterprises. Because of the rapid development of industry characteristics, the impact of brain drain on the IT industry is faster and more serious than other industries. How to slow down the brain drain and stabilize the talent team has become an urgent task for the IT industry and enterprises. Based on the theoretical model and literature research of brain drain at home and abroad, this paper analyzes the causes of brain drain in IT industry by means of theoretical research, literature review and case analysis. The analysis shows that the high wastage rate of talents in IT industry is essentially a great demand for technical talents in the market, and at the same time, it limits the development of talents under the condition of age. This has caused a large number of talents to enter the human resources market, and frequently flow in order to get high wages and development, and leave the industry after reaching a certain age. As an American executive said, don't think of talent as a reservoir, you should manage it as a river, don't expect it not to flow, but try to manage its speed and direction. Talent in the IT industry is like a river. It's just that its flow rate is too fast. In addition, the IT industry is dominated by the post-80s and post-90s, their demands are more diversified, high salary, development, training, working environment are very important concerns, while the domestic IT industry is dominated by small and medium-sized private enterprises, there are imperfections in management. Many enterprises can not achieve "people-oriented" to meet their demands, they will eventually choose "job-hopping". S technology company as a member of the IT industry, the composition of technical talents, the loss is in line with the characteristics of the industry. Based on the analysis of the specific situation of S Company, in order to improve the level of human resources management and control the brain drain, this paper gives the corresponding countermeasures of brain drain from two aspects of retention system and early warning system. It is hoped that it can provide reference for IT industry to improve the problem of brain drain. Due to the rapid updating of technology and heavy work tasks, the age requirements of technical talents are more strict in enterprises, so this paper mainly establishes the retention system according to the age characteristics and length of service of employees. The early warning system is composed of early warning management and exit interview to improve the attention and coping ability of the company to brain drain, so as to reduce the brain drain rate.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49
本文编号：2484226
[Abstract]:With the advent of the era of knowledge economy, who has more talents, who master the core technology, who can have the initiative and competitiveness. The competition among enterprises has gradually changed into the competition of talents, and all enterprises have tried their best to recruit talents. Because of the characteristics of short product cycle, high innovation requirements and rapid technological innovation, IT industry is more dependent on talents than other industries. However, due to the huge demand for IT talents in the market, the characteristics of the industry with dense knowledge and high treatment, as well as the change of employment concept, the objective phenomenon of frequent flow of personnel in IT industry is caused. The normal flow of talents can inject fresh blood into enterprises and improve the competitiveness of enterprises, while unreasonable flow of talents will bring great losses and negative effects to enterprises. Because of the rapid development of industry characteristics, the impact of brain drain on the IT industry is faster and more serious than other industries. How to slow down the brain drain and stabilize the talent team has become an urgent task for the IT industry and enterprises. Based on the theoretical model and literature research of brain drain at home and abroad, this paper analyzes the causes of brain drain in IT industry by means of theoretical research, literature review and case analysis. The analysis shows that the high wastage rate of talents in IT industry is essentially a great demand for technical talents in the market, and at the same time, it limits the development of talents under the condition of age. This has caused a large number of talents to enter the human resources market, and frequently flow in order to get high wages and development, and leave the industry after reaching a certain age. As an American executive said, don't think of talent as a reservoir, you should manage it as a river, don't expect it not to flow, but try to manage its speed and direction. Talent in the IT industry is like a river. It's just that its flow rate is too fast. In addition, the IT industry is dominated by the post-80s and post-90s, their demands are more diversified, high salary, development, training, working environment are very important concerns, while the domestic IT industry is dominated by small and medium-sized private enterprises, there are imperfections in management. Many enterprises can not achieve "people-oriented" to meet their demands, they will eventually choose "job-hopping". S technology company as a member of the IT industry, the composition of technical talents, the loss is in line with the characteristics of the industry. Based on the analysis of the specific situation of S Company, in order to improve the level of human resources management and control the brain drain, this paper gives the corresponding countermeasures of brain drain from two aspects of retention system and early warning system. It is hoped that it can provide reference for IT industry to improve the problem of brain drain. Due to the rapid updating of technology and heavy work tasks, the age requirements of technical talents are more strict in enterprises, so this paper mainly establishes the retention system according to the age characteristics and length of service of employees. The early warning system is composed of early warning management and exit interview to improve the attention and coping ability of the company to brain drain, so as to reduce the brain drain rate.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92;F49
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