HJT公司研发人才流失问题及对策研究

发布时间：2018-03-08 20:42

本文选题：研发人才　切入点：人才流失　出处：《山东理工大学》2016年硕士论文　论文类型：学位论文

【摘要】：人力资本是企业各项资本中最重要的一项,其具有流动频率高、预判难度大、影响范围广等特点,一旦企业出现突发人才流失问题,将使企业面临重大的困境,甚至危机。在HJT公司研发人才占很大的比例,研发人才的流动频率与趋势,对企业的发展创新与效益增长都有显著的影响,从2011年至2014年HJT公司研发人才的年流失率长期维持在10%以上,呈居高不下的趋势。现代科技企业较大程度上依赖于具有创新精神和能力的研发人才,随着市场竞争的加剧,企业对研发人才的招聘、培养愈加困难,成本增加,如果出现研发人才的大量流失,将会极大的影响企业正常经营和发展。HJT公司最近几年研发人才的重置成本大幅增加,大量人才跳槽去薪酬更高的企业,使得在职的研发人才心情浮躁,不能安心工作,同时降低了公司的研发能力和项目的推进速度,过高的人才流失率,也降低了企业的声誉,不利于企业吸引优秀研发人才加盟。如何使研发人才留在企业,特别是留住核心研发人才,使企业保持良好的研发人才结构,将成为企业重要的战略问题。本文以HJT公司为研究对象,针对研发人才流失率居高不下的问题,用人才流失理论的知识建立模型,分析其人才结构,对其研发人才的近4年离职数据进行归纳统计,系统分析其研发人才的流失状况以及对公司造成的不良影响,通过设计调查问卷,取得进行主成份分析的调查数据,建立模型后,采用SPSS20.0对问卷调查数据进行效度和信度检验,数据通过检验后进行主成份分析。归纳出影响研发人才流失的因素有:职业生涯发展、薪酬待遇、工作环境、培训学习和企业文化五个方面,构建研发人才流失影响因素模型,将该公司研发人才流失问题的深层次原因总结为:职业发展空间较小、薪酬缺乏竞争力、工作环境差、系统的培训机会很少和企业文化的认同度较低五个方面。在上述研究基础之上,依据研发人才流失影响因素模型,分析研发人才的意愿,查找流失的原因,深入了解使他们产生离职行为的机理,结合笔者的理论知识、工作经验,针对性地提出解决HJT公司研发人才高流失率问题的对策和建议:拓宽研发人才的职业发展空间、增强薪酬体系的竞争力、构建轻松的工作环境、增加学习培训机制、创新企业文化建设。希望本文能为HJT公司及同类企业解决人才流失问题提供一定的参考和借鉴作用。
[Abstract]:Human capital is the most important one in all kinds of capital of an enterprise. It has the characteristics of high flow frequency, great difficulty in pre-judgment and wide range of influence. Once the enterprise appears the problem of brain drain, it will make the enterprise face great difficulties. Even crisis. In HJT Company, R & D talents account for a large proportion. The frequency and trend of R & D talents flow have a significant impact on the development, innovation and benefit growth of enterprises. From 2011 to 2014, the annual turnover rate of R & D talents in HJT Company has been maintained at more than 10% for a long time, showing a high trend. Modern science and technology enterprises depend on R & D talents with innovative spirit and ability to a large extent, as the market competition intensifies. The recruitment of R & D personnel in enterprises is becoming more difficult and the cost is increasing. If a large number of R & D talents are lost, it will greatly affect the normal operation and development of enterprises. The replacement cost of R & D talents of HJT Company in recent years has increased substantially. A large number of talented people have switched jobs to enterprises with higher salaries, which makes the on-the-job R & D talents feel impetuous and unable to work at ease. At the same time, it reduces the company's R & D capability and the speed of project advancement, the excessive rate of talent wastage, and also reduces the reputation of the enterprises. It is not good for enterprises to attract excellent R & D talents. How to keep R & D talents in enterprises, especially core R & D talents, so that enterprises can maintain a good structure of R & D talents, This paper takes HJT Company as the research object, aiming at the problem of high turnover rate of R & D talents, establishes a model with the knowledge of brain drain theory, and analyzes its talent structure. The data of its R & D talent turnover in the past four years are summarized and statistics, and the loss of R & D talents and its adverse effects on the company are systematically analyzed, and the survey data of principal component analysis are obtained by designing a questionnaire. After the establishment of the model, the validity and reliability of the questionnaire data were tested by SPSS20.0, and the principal component analysis was carried out after the data passed the test. The factors affecting the brain drain of R & D were summarized as follows: career development, salary, working environment, etc. In the five aspects of training and learning and corporate culture, this paper constructs a model of influencing factors of R & D brain drain, and summarizes the deep-seated reasons of R & D brain drain in this company: small career development space, lack of competitiveness of salary, poor working environment. On the basis of the above research, according to the model of influencing factors of R & D brain drain, the author analyzes the willingness of R & D talents and finds out the reasons for the loss. Deeply understand the mechanism that causes them to leave their jobs, combining with the author's theoretical knowledge and work experience, put forward the countermeasures and suggestions to solve the problem of high turnover rate of R & D talents in HJT Company: broaden the career development space of R & D talents. It is hoped that this paper can provide some reference and reference for HJT and similar enterprises to solve the problem of brain drain in order to enhance the competitiveness of salary system, build a relaxed working environment, increase learning and training mechanism, and innovate the construction of corporate culture.
【学位授予单位】：山东理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92;F426.6

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