【摘要】：在時(shí)間的洪流中,關(guān)于人才流失的研究,此起彼伏。我們可以看到無論是西方發(fā)達(dá)國家還是古老的東方文明,都在致力于探討及解決這個(gè)老問題。在中國,著名的四大名著之一《水滸》,就通過故事向管理者們闡明了人才流失的原因及影響；而在西方發(fā)達(dá)國家,更是就此問題產(chǎn)生了許多對(duì)后世影響深遠(yuǎn)的研究成果。當(dāng)然,人才管理具有很強(qiáng)的環(huán)境依賴性,同一個(gè)問題,放在不同的位置,不同的環(huán)境下,其解決的方式方法可能就會(huì)有所不同,其產(chǎn)生的意義及影響也會(huì)有很大區(qū)別。 隨著世界經(jīng)濟(jì)一體化的平穩(wěn)發(fā)展,越來越多的跨國金融公司加大了在中國的投資力度以搶占這塊巨大的“市場蛋糕”。然而,與西方歐美的文化背景完全迥異的東方文明,及改革開放所帶來的中國特色經(jīng)濟(jì)社會(huì)規(guī)則,使跨國金融公司的迅速擴(kuò)張無可避免的遭遇到各式各樣的難題。不同于歐美國家的員工以企業(yè)為家,以終身服務(wù)于一家企業(yè)為榮,中國的金融企業(yè)員工,特別是保險(xiǎn)企業(yè)的員工流動(dòng)頻繁。員工的頻繁流動(dòng),意味著人才的流失,員工的離職與跳槽從表面看大多是個(gè)人行為,但是在實(shí)際上更多時(shí)候卻隱藏著企業(yè)在人力資源管理方面的巨大問題。 本文通過真實(shí)發(fā)生的ZH保險(xiǎn)遼寧分公司的團(tuán)隊(duì)歸零事件,總結(jié)出ZH保險(xiǎn)公司人才流失的現(xiàn)象,結(jié)合人才流失的基本模型、激勵(lì)保健理論、溝通理論、價(jià)值觀理論等分析出影響ZH保險(xiǎn)公司人才流失的三大主要因素,即員工薪酬因素、企業(yè)內(nèi)部溝通因素以及員工的職業(yè)生涯規(guī)劃管理因素。同時(shí),本文在找出問題并分析出成因后,針對(duì)ZH保險(xiǎn)公司的實(shí)際人才流失問題制定出相應(yīng)的解決方案及建議。
[Abstract]:In the flood of time, about the brain drain research, one after another. We can see that both the western developed countries and the ancient oriental civilization are committed to exploring and solving this old problem. In China, Shuihu, one of the famous four famous works, clarifies the causes and effects of the brain drain to the managers through the story, and in the western developed countries, it has produced many research results which have far-reaching influence on the future generations. Of course, talent management has a strong environmental dependence, the same problem, placed in different positions, different environments, its solutions may be different, its significance and impact will be very different. With the steady development of world economic integration, more and more multinational financial companies have increased their investment in China to seize this huge "market cake". However, the oriental civilization, which is completely different from the western European and American cultures, and the economic and social rules with Chinese characteristics brought about by the reform and opening up, make the rapid expansion of transnational financial companies inevitably encounter various difficulties. Different from the European and American countries, employees in Europe and the United States take business as their home and serve for life as pride. Chinese financial enterprises, especially insurance companies, have frequent turnover of employees. The frequent turnover of employees means the loss of talents, and the turnover and job-hopping of employees are mostly personal behaviors on the surface, but more often than not, the huge problems in human resource management of enterprises are hidden. This paper sums up the phenomenon of brain drain in ZH insurance company through the real events of ZH insurance team returning to zero in Liaoning branch, combining with the basic model of brain drain, motivating health care theory and communication theory. The theory of values analyses the three main factors that affect the brain drain of ZH insurance company, that is, employee salary factor, internal communication factor and career planning management factor. At the same time, after finding out the problems and analyzing the causes, this paper puts forward the corresponding solutions and suggestions for the actual brain drain problem of ZH insurance company.
【學(xué)位授予單位】：大連理工大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F842.3

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