本文選題：房地產(chǎn)企業(yè) + 人才流失　； 參考：《安徽大學(xué)》2014年碩士論文

【摘要】：隨著經(jīng)濟(jì)的快速發(fā)展,市場(chǎng)競(jìng)爭(zhēng)日趨激烈,人才作為企業(yè)運(yùn)營(yíng)的第一資本,其培育能力、運(yùn)用能力將決定著企業(yè)的核心競(jìng)爭(zhēng)能力。人才作為企業(yè)長(zhǎng)期穩(wěn)定健康發(fā)展的動(dòng)力和源泉,在宏觀層面和微觀層面均是決定企業(yè)發(fā)展的關(guān)鍵因素。所以,企業(yè)唯有人才充足,方能得到跨越式發(fā)展。人才流動(dòng),從社會(huì)角度看,是必然趨勢(shì),市場(chǎng)經(jīng)濟(jì)需要人才流動(dòng)。但從企業(yè)角度看,一定要警惕人才流失,人才的流失對(duì)于穩(wěn)定職工隊(duì)伍,實(shí)現(xiàn)企業(yè)目標(biāo),將產(chǎn)生不利影響。如何有效地降低人才流失、留住企業(yè)的關(guān)鍵人才,成為眾多企業(yè)關(guān)注的焦點(diǎn)。 近年來(lái)隨著市場(chǎng)經(jīng)濟(jì)的發(fā)展,房地產(chǎn)企業(yè)存在人才流失嚴(yán)重的問(wèn)題。這種情況的出現(xiàn),嚴(yán)重削弱了房地產(chǎn)企業(yè)競(jìng)爭(zhēng)力。未來(lái)幾年,房地產(chǎn)行業(yè)仍將快速發(fā)展,在人才方面的需求將極其旺盛,人才方面的問(wèn)題已經(jīng)成為企業(yè)在人力資源管理中的核心問(wèn)題。W公司是安徽省內(nèi)一家大型國(guó)有房地產(chǎn)開(kāi)發(fā)企業(yè),房地產(chǎn)開(kāi)發(fā)企業(yè)的行業(yè)特殊性決定了企業(yè)需要的是具有相當(dāng)?shù)膶I(yè)知識(shí)及一定工作經(jīng)驗(yàn)的員工。本文就是通過(guò)借鑒有關(guān)的數(shù)據(jù)分析和調(diào)查材料,從人力資源管理的角度來(lái)分析W公司人才流失現(xiàn)狀及其產(chǎn)生的原因,并就如何吸納和穩(wěn)定人才提出一些對(duì)策和建議。 全文共分六個(gè)部分。第一部分為緒論。介紹了本文的研究背景、研究目的與意義、研究思路與方法以及可能的創(chuàng)新點(diǎn)。第二部分是相關(guān)理論基礎(chǔ)及文獻(xiàn)的回顧。主要界定了人才流失與人才流動(dòng)的相關(guān)概念,回顧和概述了國(guó)內(nèi)外有關(guān)激勵(lì)理論,并從國(guó)內(nèi)外兩個(gè)方面分析有關(guān)學(xué)者對(duì)企業(yè)人才流失影響因素的研究現(xiàn)狀,最后通過(guò)對(duì)房地產(chǎn)業(yè)人才的研究,了解房地產(chǎn)業(yè)人才的固有特點(diǎn)和人才流失的現(xiàn)狀。第三部分是對(duì)W公司人才流失的現(xiàn)狀及對(duì)公司的影響進(jìn)行細(xì)致的研究。通過(guò)研究其公司概況、組織架構(gòu)及人力資源管理現(xiàn)狀,了解W公司目前人才流失現(xiàn)況,針對(duì)人才流失問(wèn)題對(duì)企業(yè)未來(lái)發(fā)展帶來(lái)的影響進(jìn)行深入分析。第四部分是實(shí)證研究。一方面通過(guò)設(shè)計(jì)調(diào)查問(wèn)卷、進(jìn)行核心人才訪談,全面研究影響W公司人才流失的因素；另一方面從企業(yè)文化、薪酬制度、培訓(xùn)、科學(xué)管理、職業(yè)發(fā)展等五方面入手,深入分析造成W公司人才流失的原因。第五部分是對(duì)策研究,結(jié)合第三、第四兩部分的研究?jī)?nèi)容,從激勵(lì)角度出發(fā),對(duì)企業(yè)文化、管理制度、薪酬體系等方面提出具體的對(duì)策和建議,研究抑制W公司人才流失的策略。第六部分是研究結(jié)論和展望。通過(guò)對(duì)國(guó)有大型房地產(chǎn)企業(yè)W公司人才流失問(wèn)題的研究,發(fā)現(xiàn)了W公司在人力資源管理方面的一些問(wèn)題,進(jìn)而提出一些改進(jìn)辦法,最終幫助W公司能用好人才、留住人才。
[Abstract]:With the rapid development of economy, the increasingly fierce market competition, the enterprise operation personnel as the first capital, the cultivation of ability, ability to use will determine the enterprise's core competitive ability. The talent as the enterprise long-term stable and healthy development of the power source and, at the macro level and micro level are the key factor in enterprise development. So, enterprises have adequate personnel, in order to get leapfrog development. The flow of talent, from the perspective of the society, is the inevitable trend of market economy requires the flow of talent. But from the enterprise perspective, we must guard against the loss of talents, talent loss to stabilize the workforce, to realize the goal of enterprise, will have a negative impact. How to effectively reduce the the loss of talented people, retain key personnel of enterprises, has become the focus of many enterprises.
In recent years, with the development of market economy, the existence of the real estate enterprises serious brain drain problem. The emergence of this situation, seriously weakened the competitiveness of real estate enterprises. The next few years, the real estate industry will continue rapid development in terms of talent demand is extremely strong, the problem of talent has become the core issue in human resource management the.W company in Anhui province is a large state-owned real estate development companies, real estate development enterprises particularity enterprises need is with professional knowledge and work experience is the staff. This is by referring to relevant data analysis and investigation, to analyze the causes of brain drain of W company status and from the perspective of human resource management, and how to attract and stabilize talents and put forward some countermeasures and suggestions.
This paper is divided into six parts. The first part is the introduction. It introduces the research background, research purpose and significance, research ideas and methods and innovations. The second part is the review of related theories and literature. Mainly defines the related concept of talent and talent flow, and provides an overview of the relevant review the incentive theory, and from the two aspects of domestic and foreign scholars research on theinfluencing factors of enterprise talent, and finally through the research of the real estate industry talent, and talent status inherent characteristics of real estate industry talent loss of understanding. The third part is the detailed research on current situation of W company's talent loss and influence the company. Through the research of the status quo of company profile, structure and organization of human resource management, understand the W's current talent loss situation, for the brain drain problem brought on the future development of enterprises The in-depth analysis. The fourth part is the empirical research. On the one hand, through the design of questionnaire, interview of key personnel, a comprehensive study on the influence factors of the brain drain of W company; on the other hand, from the enterprise culture, salary system, training, scientific management, five aspects of occupation development, in-depth analysis of the causes of brain drain of W company the fifth part is the countermeasure research, combined with the research content of third, section 42, starting from the perspective of motivation, corporate culture, management system, put forward specific measures and suggestions on the compensation system, research the inhibition of brain drain of W company strategy. The sixth part is the conclusion and Prospect of the research. Through the research on the problem of loss a large state-owned real estate enterprise W company personnel, found some problems in the human resource management of W company, and then put forward some improvement measures, and ultimately help the company can use the good W Only to keep the talent.

【學(xué)位授予單位】：安徽大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F299.233.4

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