本文關鍵詞： 醫(yī)藥公司 人才流失 激勵　出處：《安徽財經大學》2017年碩士論文　論文類型：學位論文

【摘要】：醫(yī)藥產業(yè)是國民經濟的重要組成部分,兼具傳統(tǒng)產業(yè)與現代產業(yè)的特點。經濟全球化趨勢的加快,使得醫(yī)藥企業(yè)在迎來難得機遇的同時,更面臨嚴峻挑戰(zhàn),如何在激烈的國際競爭中求得長期生存與持續(xù)發(fā)展,成為我國醫(yī)藥企業(yè)亟待解決的重要課題。事實上,隨著醫(yī)藥產業(yè)由勞動密集型向知識(技術)密集型轉變,人才開始成為決定醫(yī)藥企業(yè)經營成敗的關鍵因素,做好人才尤其是核心人才的激勵工作,保持員工隊伍的穩(wěn)定與忠誠,控制人才的流失是新形勢下醫(yī)藥企業(yè)謀求發(fā)展必然選擇。2015年國內新藥典頒布,藥品GMP認證進一步嚴格化,醫(yī)藥企業(yè)普遍開始緊縮,人才流失問題成為困擾管理者的一大難題�；诖朔N現實背景,本文以FY醫(yī)藥公司為樣本,運用人力資源管理和組織行為學的相關理論與原理,對醫(yī)藥企業(yè)的人才流失問題進行了系統(tǒng)討論。論文結構具體如下:首先,本文對研究背景、研究目的、意義、內容、方法、研究中的難點以及國內外研究現狀等進行闡述和介紹,并對人才流失概念和員工激勵進行系統(tǒng)梳理,作為本研究的理論基礎;其次,對FY醫(yī)藥公司的基本情況和人才流失問題的現狀進行了介紹,并結合問卷調查,運用案例分析和數據統(tǒng)計分析法,從社會環(huán)境、企業(yè)自身和員工個人等三個方面對FY醫(yī)藥公司人才流失的原因進行系統(tǒng)分析;再次,鑒于外部環(huán)境和員工個人因素相對難以控制,且問卷調查提示的人才流失原因也更多指向企業(yè)內部,論文聚焦企業(yè)內部,從完善制度建設與構建利益博弈機制兩個方面嘗試為解決FY醫(yī)藥公司人才流失問題提出針對性的政策建議與實施保障。最后,對研究進行總結并提出展望,希望能有助于FY醫(yī)藥公司人才流失問題的解決,也能對其他有相似問題的醫(yī)藥企業(yè)起到借鑒作用。醫(yī)藥企業(yè)要控制人才流失,既需要不斷完善企業(yè)內部激勵機制,也要善用利益博弈。本文的創(chuàng)新性工作在于提出:一是結合醫(yī)藥行業(yè)特點,控制人才流失,完善激勵機制的重心于向核心人才傾斜,并合理運用勞資雙方利益博弈;二是結合企業(yè)自身情況,建立人才預警信息系統(tǒng),防止人才大量流失。
[Abstract]:Pharmaceutical industry is an important part of the national economy, with the characteristics of both traditional and modern industries. With the acceleration of economic globalization, pharmaceutical enterprises are faced with severe challenges as well as rare opportunities. How to obtain long-term survival and sustainable development in the fierce international competition has become an important issue to be solved by Chinese pharmaceutical enterprises. In fact, with the transformation of pharmaceutical industry from labor-intensive to knowledge-intensive. Talent began to become the key factor to determine the success or failure of the management of pharmaceutical enterprises, to do a good job in stimulating talents, especially core talents, and to maintain the stability and loyalty of the staff. Controlling the loss of talents is an inevitable choice for pharmaceutical enterprises to seek development under the new situation. In 2015, the domestic new pharmacopoeia was promulgated, drug GMP certification became more strict, and pharmaceutical enterprises generally began to tighten. The problem of brain drain has become a difficult problem for managers. Based on this kind of realistic background, this paper takes FY pharmaceutical company as a sample, using the relevant theories and principles of human resource management and organizational behavior. The structure of this paper is as follows: first, this paper is about the research background, research purpose, significance, content and methods. The difficulties in the research as well as the current research situation at home and abroad are described and introduced, and the concept of brain drain and employee motivation are systematically combed, as the theoretical basis of this study; Secondly, the basic situation of FY pharmaceutical company and the current situation of brain drain are introduced, and combined with the questionnaire survey, the use of case analysis and data statistical analysis, from the social environment. The reasons of the brain drain in FY pharmaceutical company are analyzed systematically from three aspects: the enterprise itself and the individual employee. Thirdly, in view of the external environment and personal factors of employees are relatively difficult to control, and the reasons of brain drain suggested by the questionnaire are more pointed to the internal enterprise, the paper focuses on the internal enterprise. From the two aspects of perfecting the system construction and constructing the benefit game mechanism, this paper tries to put forward the targeted policy recommendations and implementation guarantees to solve the problem of the brain drain in FY pharmaceutical company. Finally, the research is summarized and the prospect is put forward. Hope to help FY pharmaceutical companies to solve the brain drain problem, but also to other similar problems of pharmaceutical enterprises to play a reference role. Pharmaceutical enterprises to control the brain drain. The innovative work of this paper lies in the following points: firstly, combining the characteristics of the pharmaceutical industry, we should control the brain drain. The focus of perfecting the incentive mechanism is to tilt to the core talents, and make use of the benefit game between labor and capital reasonably; Second, combining the enterprise's own situation, establish a talent warning information system to prevent a large number of brain drain.
【學位授予單位】：安徽財經大學
【學位級別】：碩士
【學位授予年份】：2017
【分類號】：F272.92;F426.72

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