寶鋼集團人才流失的成因及解決方案
發(fā)布時間：2018-12-13 13:09
【摘要】：隨著國企參與市場程度的加深,國企也加入了愈演愈烈的人才爭奪戰(zhàn),國有企業(yè)人才流失已經成為了一個普遍的現象,國有企業(yè)在參與市場競爭中也逐步認識到人才流失對企業(yè)造成的嚴重危害以及解決的必要性。目前國有企業(yè)主要的流失人群有中層的管理者、外聘人才、專業(yè)的技術人才以及新進的大學生等,企業(yè)通常為這些人群投入了一定的培訓成本,這些人可能有豐富的實踐或是技術經驗,或者是有非常完善的專業(yè)知識,這些人才的流失會給國有企業(yè)造成很多負面影響。研究目前國有企業(yè)人才流失的主要影響因素并提出解決方案在國有企業(yè)人才不斷流失的背景下尤其重要。 本文以寶鋼集團的人才流失作為研究的對象,在理論和相關的流失模型的指導下,通過查找寶鋼集團的相關資料,結合人才流失的模型從制度、企業(yè)以及人才自身三個方面分析了寶鋼集團人才流失的主要原因,最后針對人才流失的主要原因提出了解決措施包括科學規(guī)劃人才,建立合理的用人機制；完善人才招聘和配置機制,合理設置職位體系；充分利用人才開發(fā)院,完善人才培訓與開發(fā)機制；建立有效的激勵機制,提高人才工作滿意度；建立人才流失的預防機制,進行員工離職管理在內的五個解決措施。
[Abstract]:With the deepening of the participation of state-owned enterprises in the market, the state-owned enterprises have also joined the increasingly fierce battle for talents. The brain drain of state-owned enterprises has become a common phenomenon. In the process of participating in the market competition, the state-owned enterprises gradually realize the serious harm caused by the brain drain to the enterprises and the necessity of solving it. At present, the main loss groups of state-owned enterprises are middle-level managers, external talents, professional and technical personnel, and new college students. Enterprises usually put in a certain amount of training cost for these people. These people may have rich practice or technical experience, or have very good professional knowledge, these brain drain will have a lot of negative impact on state-owned enterprises. It is particularly important to study the main factors affecting the brain drain of state-owned enterprises and put forward solutions under the background of continuous brain drain in state-owned enterprises. Under the guidance of theory and relevant loss model, this paper takes the loss of talents of Baosteel Group as the research object, through looking up the relevant information of Baosteel Group, combining the model of brain drain from the system, This paper analyzes the main reasons of the loss of talents in Baosteel Group from three aspects of enterprise and talent itself, and finally puts forward some measures to solve the problem, including scientific planning of talents and establishment of reasonable employment mechanism. Perfect the talent recruitment and disposition mechanism, set up the position system reasonably, make full use of the talent development institute, perfect the talent training and development mechanism, set up the effective incentive mechanism, improve the job satisfaction degree of the talented person; Set up the prevention mechanism of the brain drain, carry on the five solving measures including the management of staff leaving.
【學位授予單位】：湖南師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F426.31;F272.92
本文編號：2376585
[Abstract]:With the deepening of the participation of state-owned enterprises in the market, the state-owned enterprises have also joined the increasingly fierce battle for talents. The brain drain of state-owned enterprises has become a common phenomenon. In the process of participating in the market competition, the state-owned enterprises gradually realize the serious harm caused by the brain drain to the enterprises and the necessity of solving it. At present, the main loss groups of state-owned enterprises are middle-level managers, external talents, professional and technical personnel, and new college students. Enterprises usually put in a certain amount of training cost for these people. These people may have rich practice or technical experience, or have very good professional knowledge, these brain drain will have a lot of negative impact on state-owned enterprises. It is particularly important to study the main factors affecting the brain drain of state-owned enterprises and put forward solutions under the background of continuous brain drain in state-owned enterprises. Under the guidance of theory and relevant loss model, this paper takes the loss of talents of Baosteel Group as the research object, through looking up the relevant information of Baosteel Group, combining the model of brain drain from the system, This paper analyzes the main reasons of the loss of talents in Baosteel Group from three aspects of enterprise and talent itself, and finally puts forward some measures to solve the problem, including scientific planning of talents and establishment of reasonable employment mechanism. Perfect the talent recruitment and disposition mechanism, set up the position system reasonably, make full use of the talent development institute, perfect the talent training and development mechanism, set up the effective incentive mechanism, improve the job satisfaction degree of the talented person; Set up the prevention mechanism of the brain drain, carry on the five solving measures including the management of staff leaving.
【學位授予單位】：湖南師范大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：F426.31;F272.92
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