本文關(guān)鍵詞： 人才流失 績(jī)效 薪酬 職業(yè)發(fā)展 企業(yè)文化　出處：《大連理工大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

【摘要】：八十年代起,中國(guó)民營(yíng)企業(yè)逐步開(kāi)始登上國(guó)民經(jīng)濟(jì)的舞臺(tái)逐步扮演重要角色,經(jīng)過(guò)改革開(kāi)發(fā)20年的發(fā)展,有很多民營(yíng)企業(yè)發(fā)展成為了世界知名的大型跨國(guó)公司,但在這些光環(huán)背后,我國(guó)的民營(yíng)企業(yè)也在不斷經(jīng)歷著各種風(fēng)險(xiǎn)和挑戰(zhàn),尤其是在與央企、國(guó)企和世界500強(qiáng)的外企競(jìng)爭(zhēng)時(shí),人才流失問(wèn)題已經(jīng)逐步成為了一個(gè)凸顯的棘手問(wèn)題,直接對(duì)企業(yè)未來(lái)的長(zhǎng)期發(fā)展帶來(lái)了巨大的沖擊。 本文將從BT房地產(chǎn)公司實(shí)際存在人才流失問(wèn)題入手,采取科學(xué)的研究和分析方法,制訂出一套科學(xué)可行的解決方案,幫助企業(yè)擺脫由于人才流失帶來(lái)的困擾,具有很強(qiáng)的研究意義和價(jià)值。論文主要采用案例論文的撰寫(xiě)形式,分為緒論、案例、分析、對(duì)策和結(jié)論五大部分,第一部分主要詳細(xì)的介紹了文章的研究目的、思路和方法,將作者撰寫(xiě)論文的初衷和希望達(dá)到的最終目的進(jìn)行展示；第二部分是案例正文部分,需要從BT房地產(chǎn)公司的績(jī)效管理、薪酬福利、員工培訓(xùn)和員工職業(yè)生涯管理等方面挖掘典型事例,從而深入淺出的說(shuō)明BT房地產(chǎn)公司導(dǎo)致人才流失的主要問(wèn)題；第三部分是案例分析部分,針對(duì)第二部分的案例進(jìn)行研究,采用科學(xué)的理論知識(shí)和分析方法將案例背后存在的各種人力資源管理隱患暴露出來(lái)；第四部分是本文的重點(diǎn)章節(jié),根據(jù)已經(jīng)發(fā)現(xiàn)的癥結(jié)和導(dǎo)致問(wèn)題產(chǎn)生的原因提出相應(yīng)的對(duì)策和建議,只有建立完善了薪酬福利制度、規(guī)劃科學(xué)有效的績(jī)效管理體系、改進(jìn)員工招聘培訓(xùn)方案和搭建形式多樣的職業(yè)生涯規(guī)劃方案。 作者通過(guò)MBA課程中大量人力資源管理相關(guān)內(nèi)容的學(xué)習(xí)積累了充足的理論依據(jù),通過(guò)企業(yè)實(shí)際案例的研究掌握了完整的數(shù)據(jù)支持,同時(shí)結(jié)合BT房地產(chǎn)公司當(dāng)前的人才流失情況,論文闡述了人才流失對(duì)企業(yè)既時(shí)的危害以及長(zhǎng)遠(yuǎn)的影響。最終作者科學(xué)的運(yùn)用了績(jī)效管理、薪酬福利、招聘培訓(xùn)和職業(yè)生涯規(guī)劃理論,為BT房地產(chǎn)公司制定出了一套科學(xué)有效的人才管理方案,不僅抑制了企業(yè)的人才流失問(wèn)題,同時(shí)對(duì)其他同行企業(yè)也起到了一定的借鑒作用。
[Abstract]:Since 80s, China's private enterprises have gradually begun to play an important role on the stage of the national economy, and have been developing for 20 years after reform and development. There are many private enterprises have developed into the world famous large multinational corporations, but behind these halo, the private enterprises in our country are also going through various risks and challenges, especially with the central enterprises. When the state-owned enterprises compete with the top 500 foreign enterprises, the brain drain problem has gradually become a thorny problem, which directly impacts on the long-term development of enterprises in the future. This article will start from the BT real estate company actual existence talented person drain question, adopts the scientific research and the analysis method, formulates a set of scientific feasible solution. It is of great significance and value to help enterprises to get rid of the problems caused by brain drain. The paper mainly adopts the writing form of case paper, which is divided into five parts: introduction, case, analysis, countermeasure and conclusion. The first part mainly introduces the research purpose, the thought and the method of the article in detail, and displays the original intention and the final aim of the author. The second part is the case body part, which needs to excavate the typical examples from BT real estate company's performance management, salary and welfare, employee training and employee career management and so on. Thus the simple explanation of BT real estate company led to the brain drain of the main problems; The third part is the case analysis part, according to the second part of the case study, the use of scientific theoretical knowledge and analysis of the case behind the existence of a variety of human resources management hidden danger exposed; The 4th part is the key chapter of this paper, according to the problems found and causes of the corresponding countermeasures and suggestions, only to establish and improve the system of compensation and benefits. Planning a scientific and effective performance management system, improving employee recruitment and training programs and setting up a variety of career planning programs. The author has accumulated sufficient theoretical basis through the study of a large number of human resource management related contents in the MBA course, and has mastered the complete data support through the enterprise actual case study. At the same time, combined with BT real estate company's current brain drain situation, the paper expounds the harm and long-term impact of brain drain on the enterprise. Finally, the author uses the performance management, salary and welfare scientifically. Recruitment training and career planning theory, for BT real estate companies to formulate a set of scientific and effective talent management program, not only to curb the problem of enterprise brain drain. At the same time, to other peer enterprises also played a certain reference role.
【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;F299.233.4

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本文編號(hào)：1474549