粤东商贸民营企业人才流失研究

论文编号:GS085  字数:29104,页数:37，有外文翻译

摘 要
 近年来随着我国市场经济的发展，粤东民营企业人才流失日益受到关注，非企业意愿的大量人才的流失制约着企业的可持续发展，如何面对和控制民营企业人才流失，把人才管理有效的融入到企业发展战略中去，己成为民营企业人力资源管理所面临的主要问题。
 本文研究的目的就是在认真分析导致粤东商贸民营企业人才流失原因的基础上，这些企业的实际情况，提出行之有效的防范人才流失的策略。论文通过大量资料分析，对导致人才流失的企业内、外部因素及个人因素进行了详尽的考察分析，得出粤东商贸民营企业人才流失的原因。
 为了更深入的了解人才流失的真正原因，在与某商贸民营企业人力资源管理部有关人员和企业高层领导进行访谈的基础上，得出导致人才流失的主要原因是劳动分配制度缺乏公平性和规范性、企业内部缺乏有效的竞争机制、对公司发展前景缺乏信心、公司管理体制不健全、绩效管理不科学等。
 本文力求较全面的分析这些企业人才流失原因，运用理论与实践相结合，定量与定性相结合的办法。从人力资源开发与管理的角度，主要运用人才流失理论、激励理论，并对这些企业人才流失的问题分析，最后对抑制粤东商贸民营企业人才流失提出了一些控制和管理措施，以其能改善其人才流失的状况。

关键词：商贸民营企业，人才流失，激励机制

Abstract
 With the recent development of Chinese market economy, the talent-turnover in domestic enterprise draws more and more attention. The vast voluntary turnover of enterprises restricts their sustainable development. How to face and control the talent-turnover, to put effective talent-management into the strategy of enterprise development that has became the central problem in the human resource management of domestic enterprises.
 The purpose of this summary aims to analysis the reasons that caught the problem of losing talents in domestic enterprises and puts forward of some strategies to solve this problem. This essay analysis through a lot of information that includes the complication of enterprises and also the individual problems, which may find out the reasons why talents are losing in domestic enterprises.
 In order to find the real reasons of talent-turnover, I had interviews with the manager of the department of human resources and a senior manager of the enterprise. Based on the above results, the main reasons that lead to talent turnover in Yuedong area enterprises are with   low-payment, unfair distribution and also an imperfect management system.
 This paper tries to give a comprehensive analysis of talent-turnover in domestic enterprises in Yuedong. It combines the practical theory, quantitative analysis. The paper presents some strategies in development and management of human resources, mainly applying the viewpoint of brain-drain theory and incentives mechanism. Through the analysis thesubstantial evidence for management brain-drain in enterprise of Yuedong, the question is presented that the talented people losing in the enterprises of Yuedong will be finally restrained that can probably change the situation of losing talented people in enterprises.

 Key words: Domestic enterprises of Business trade ， Losing of talented people ，Drive mechanism

目   录
1 绪论………………………………………………………………………………...………..1
 1.1本文研究的背景及意义…………………………………………….………………..1
 1.2国内外研究现况…………………………………………………………….………..1
 1.3课题研究方法………………………………………………………….……………..3
 1.4 论文构成及研究范围内容…………………………………………………………..3
2 粤东商贸民营企业人才流失现状………………………………………………………….5
 2.1粤东民营企业的现状及其特点……………………………………………………...5
 2.2粤东商贸民营企业特点…………………………………………………….………..7
 2.3商贸民企人才流失现状…………………………………………………….………..8
3 粤东商贸民企人才流失原因分析……………………………………………….………..10
 3.1外部原因分析…………………………………………………………………...…..10
 3.1.1粤东地区的经济发展较缓慢………………………………………………..10
 3.1.2粤东商贸民企普遍规模较小及发展前景不明确………………..…………11
 3.1.3受粤东地区独特文化的影响………………………………………………..12
 3.2内部原因分析……………………………………………………………...………..13
 3.2.1企业人力资源管理职能存在问题…………………………………………..13
 3.2.2企业文化及制度不完善……………………………………………………..14
 3.2.3企业的激励机制存在不足…………………………………………………..15
 3.2.4缺乏有效的薪酬管理………………………………………………………..16
 3.3人员因素分析………………………………………………………………...……..17
 3.3.1人员配置不合理……………………………………………………………..17
 3.3.2人员的满意度较低…………………………………………………………..17
4 粤东商贸民企人才流失的影响…………………………………………………….……..19
 4.1人才流失增加了企业的成本……………………………………………...………..19
 4.2其他消极影响…………………………………………………………...…………..19
 4.2.1工作绩效降低………………………………………………………………..20
 4.2.2使团队工作效率的降低………………………………….………………….20
 4.2.3在一定程度上破坏了企业形象……………………………………………..21
5 预防人才流失的相关对策………………………………………….….………...………..22
 5.1树立正确的人才观……………………………………………………...…………..22
 5.2营造适宜粤东地区的企业文化氛围………………………………...……………..23
 5.3建立有效的激励机制………………………………………………...……………..24
 5.3.1强化绩效管理………………………………………………………………..24
 5.3.2建立合理且适宜民营企业薪酬管理体系…………………………………..26
 5.3.5运用适合粤东地区的其他激励方法……………………………….……….28
 5.4加强与人才的沟通……………………………………………………………...…..29
 5.4.2促进内部有效沟通…………….…………………………………………….29
 5.4.3积极聆听员工的意见…………..……………………………………………30
 5.4.4走近员工进一步了解员工需求……………………………………..………32
 5.5根据企业自身特点加强人员的离职管理………………………………………….32
结论…………………………………………………………………………….……………..35
参考文献………………………………………………………………………….…………..36
致谢………………………………………………………………………………….………..37

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