本文關(guān)鍵詞： 沈陽SW集團 人才流失 工作滿意度 對策　出處：《吉林大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：隨著我國社會主義市場經(jīng)濟體制的確定和國有企業(yè)改革向縱深層次的發(fā)展，我國國有企業(yè)發(fā)展的環(huán)境發(fā)生了深刻的變化，隨著國際市場和國內(nèi)市場的自由化程度不斷提高，國際和國內(nèi)企業(yè)之間普遍共享資源，使市場資源的競爭，尤其是關(guān)鍵資源的競爭越來越激烈。人才作為企業(yè)獲取競爭優(yōu)勢的關(guān)鍵因素，成為企業(yè)間在市場競爭中爭奪最激烈的資源。而目前我國的國有企業(yè)人才流失的形勢更加嚴重，這將會給國有企業(yè)造成的損失很大。企業(yè)人才的流失逐漸引起政府和企業(yè)的重視，擺在他們面前的重要問題是如何才能吸引人才、如何才能留住人才，以及如何防止人才大量流失。 本文從經(jīng)濟學(xué)、管理學(xué)和心理學(xué)等多個角度對沈陽SW集團人才流失問題進行探討。首先，通過對大量的國內(nèi)文獻進行研究分析，然后對國外人才流失理論和模型進行研究，并且研究的整個思路過程是從發(fā)現(xiàn)問題到分析問題，再到解決問題的思路，采用的方法有問卷調(diào)查法和個別訪談法等，對沈陽SW集團員進行了有關(guān)工作滿意度的問卷調(diào)查了解，對問卷數(shù)據(jù)處理后，從人才自身、企業(yè)以及社會三個方面的因素來分析沈陽SW集團人才流失的影響因素。其中影響人才流失的企業(yè)因素包括企業(yè)薪酬待遇低、人力資源管理體制相對滯后、企業(yè)缺乏有力的培訓(xùn)機制以及缺乏良好的企業(yè)文化等。針對企業(yè)人才流失的現(xiàn)象，，結(jié)合企業(yè)的實際情況，提出完善薪酬制度、完善激勵制度、完善企業(yè)文化、幫助員工做好職業(yè)生涯規(guī)劃、建立動態(tài)績效管理體系以及加強人力資源規(guī)劃管理等幾項對策。 通過本文的研究，發(fā)現(xiàn)沈陽SW集團的人才流失嚴重，從個人、環(huán)境和企業(yè)三個方面進行分析，提出了針對人才流失的若干對策，希望能夠給企業(yè)的人力資源管理帶來幫助，同時對于同類型的國有企業(yè)來說也具有普遍的現(xiàn)實借鑒意義。
[Abstract]:With China's socialist market economic system and the reform of state-owned enterprises to develop in depth, profound changes have taken place in the development of state-owned enterprises, with the international market and domestic market liberalization continues to improve, between international and domestic enterprises universal sharing of resources, the market resources competition, especially competition the key resource is more and more intense. The key factors of talent as the enterprise to obtain competitive advantage, become the most intense resource competition among enterprises in the market competition. At present, China's state-owned enterprise talent loss situation is more serious, it will give the state-owned enterprises caused huge losses. The loss of the business people gradually aroused the government and enterprises attention, an important problem in front of them is how to attract talent, how to retain talent, and how to prevent the loss of talent.
In this paper, from the economics, management and psychology and other aspects of the Shenyang SW group's brain drain problem. Firstly, through the research and analysis of a large number of domestic and foreign literature, and then study the brain drain theory and model, the whole process of thinking and study is from finding problems to analyze problems, to solve the problem. Thinking, by means of questionnaire and interview, the Shenyang SW group members were related to job satisfaction questionnaire, the questionnaire data processing, from the talent itself, factors analysis of Shenyang SW group's brain drain factor three aspects of enterprise and society. The effect of brain drain the enterprise factors including the enterprise salary is low, the human resources management system lags behind relatively, enterprises lack of effective mechanisms and the lack of good training for enterprise culture and so on. The enterprise brain drain phenomenon, combined with the actual situation of enterprises, put forward the perfect salary system, incentive system, improve the corporate culture, help the staff to do the occupation career planning, the establishment of dynamic performance management system and to strengthen the human resources planning and management etc. several countermeasures.
Through this study, found that Shenyang SW group's brain drain is serious, from the three aspects of individual, environment and business analysis, puts forward some countermeasures of talent loss, hope to be able to help the enterprise human resources management, at the same time for the same type of state-owned enterprises also have wide practical significance.

【學(xué)位授予單位】：吉林大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F272.92;F299.24

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本文編號：1485440