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  本文選題：工業(yè)企業(yè)　切入點：人才流失　出處：《寧夏大學》2015年碩士論文

【摘要】：石嘴山市作為寧夏傳統(tǒng)的老工業(yè)城市,多年以來以煤炭資源為主的傳統(tǒng)工業(yè)發(fā)展勢頭迅猛,為全區(qū)乃至全國提供了多種價廉質優(yōu)的工業(yè)產品,但隨著煤炭資源的枯竭以及國家政策的傾斜,傳統(tǒng)工業(yè)企業(yè)轉型升級迫在眉睫,資金和人才就成為了能否轉型升級的關鍵因素。J企業(yè)作為一家以冶金化工產業(yè)為主,集生產、銷售和物流為一體的集團公司。近年來,公司積極響應國家調整轉型的產業(yè)政策,投入大量資金,拆小建大,大力發(fā)展循環(huán)經濟,在短時間內取得了社會效益和經濟效益的雙豐收。但是隨著經濟發(fā)展進入新常態(tài),經濟下行壓力持續(xù)加大,各項資源的制約因素逐步顯現(xiàn),人力資源作為企業(yè)最為重要的資源之一,是企業(yè)穩(wěn)定持續(xù)發(fā)展不可或缺的重要因素。作為石嘴山市的龍頭民營企業(yè),由于企業(yè)人力資源管理不規(guī)范、人才就業(yè)觀念改變、企業(yè)間競爭加劇等因素,J企業(yè)人才流失現(xiàn)象越來越嚴重,給企業(yè)帶來了不小的損失,如何減少人才流失,已經成為企業(yè)必須重視和面對的問題。本文從有關人才流失概念模型、激勵理論模型和抽樣調查相關理論入手,采用統(tǒng)計分析法和問卷調查法,對J企業(yè)概況、人力資源現(xiàn)狀和人才流失情況進行了闡述,深入分析了人才流失為企業(yè)發(fā)展帶來了各種影響,通過調查問卷和個別談話的方式,從外界環(huán)境因素、企業(yè)綜合因素和個人層面因素三個方面詳細分析了企業(yè)人才流失的原因,并針對問題結合企業(yè)自身實際制定了降低人才流失的對策。首先,企業(yè)要樹立科學的管理理念,制定人力資源長期規(guī)劃,不斷加強企業(yè)文化建設,增強企業(yè)內部人才的凝聚力和向心力。其次,完善企業(yè)內部管理制度,建立合理的激勵、考評、預警和選聘機制。第三,完善員工職業(yè)生涯發(fā)展規(guī)劃,細化職位層級,疏通人才晉升渠道,加強人才職業(yè)培訓,幫助人才健康成長。最后,建立合理的約束機制,企業(yè)按照合理合法的原則,不斷提升勞動合同的約束力,維護企業(yè)和人才個人的合法權益。
[Abstract]:As the traditional industrial city of Ningxia, Shizuishan City has been developing rapidly for many years, with coal resources as the main source of traditional industry. It has provided a variety of low-cost and excellent industrial products for the whole region and even the whole country.However, with the depletion of coal resources and the inclination of national policies, the transformation and upgrading of traditional industrial enterprises is imminent. Capital and talent become the key factors for transformation and upgrading. As a metallurgical and chemical industry as the main enterprise, J enterprise gathers production.Sales and logistics as one of the group companies.In recent years, the company responded positively to the industrial policy of national adjustment and transformation, invested a large number of funds, dismantled small buildings, vigorously developed circular economy, and achieved a double harvest of social and economic benefits in a short period of time.However, with the economic development into the new normal, the downward pressure of the economy continues to increase, and the constraints of various resources gradually appear. As one of the most important resources of enterprises, human resources is an indispensable and important factor for the stable and sustainable development of enterprises.As a leading private enterprise in Shizuishan City, the phenomenon of brain drain is becoming more and more serious due to the non-standard management of human resources, the change of the concept of talent employment and the intensification of competition among enterprises, which has brought great losses to the enterprises.How to reduce the brain drain has become a problem that enterprises must pay attention to and face.Starting with the concept model of brain drain, incentive theory model and sampling investigation theory, this paper introduces the general situation of J enterprise, the present situation of human resources and the situation of brain drain by means of statistical analysis and questionnaire survey.This paper deeply analyzes the influence of the brain drain on the development of the enterprise, analyzes the reasons of the brain drain of the enterprise in detail from three aspects of the external environment factor, the enterprise comprehensive factor and the personal level factor through the way of questionnaire and individual conversation.In view of the problem, the author makes the countermeasures to reduce the brain drain in combination with the actual situation of the enterprise itself.First of all, enterprises should set up scientific management concept, formulate long-term planning of human resources, constantly strengthen the construction of corporate culture, enhance the cohesion and centripetal force of talents in enterprises.Secondly, improve the internal management system and establish reasonable incentive, appraisal, early warning and employment mechanism.Third, perfect the staff career development plan, refine the position level, dredge the talent promotion channel, strengthen the talented person occupation training, help the talented person to grow healthily.Finally, establish a reasonable restraint mechanism, according to the principle of reasonable and legal, constantly enhance the binding force of labor contracts, protect the legitimate rights and interests of enterprises and talents.
【學位授予單位】：寧夏大學
【學位級別】：碩士
【學位授予年份】：2015
【分類號】：F272.92;F426.3

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本文編號：1716900