發(fā)布時(shí)間：2019-04-15 14:14

【摘要】：軟件產(chǎn)業(yè)是大連經(jīng)濟(jì)結(jié)構(gòu)中具有重要戰(zhàn)略意義的朝陽(yáng)產(chǎn)業(yè),然而近幾年大連軟件企業(yè)在蓬勃發(fā)展的同時(shí),企業(yè)間人才的競(jìng)爭(zhēng)也日趨嚴(yán)重。很多高新技術(shù)企業(yè)的人才流失率已經(jīng)接近30%,而且其核心人才流失率達(dá)到20%以上。人才的高流失率已經(jīng)成為阻礙大連軟件企業(yè)做大做強(qiáng)的首要問題,并且嚴(yán)重限制了大連軟件園區(qū)的整體發(fā)展。 本文的研究目標(biāo)是通過文獻(xiàn)考察、問卷分析、定性訪談和專家談?wù)摰榷喾N方法,確定大連軟件企業(yè)人才流失的關(guān)鍵因素,并研究其核心人才流失應(yīng)對(duì)策略和方法。力求將管理理論與企業(yè)實(shí)踐緊密結(jié)合,分析大連軟件企業(yè)面臨的實(shí)際問題,為其核心人才流失應(yīng)對(duì)策略提供切實(shí)有效的指引和幫助,同時(shí)也期望對(duì)其它城市軟件企業(yè)的人才流失應(yīng)對(duì)提供借鑒。 本文系統(tǒng)闡述了人才流失的相關(guān)理論以及國(guó)外專家對(duì)人才流失的研究模型,開展了對(duì)大連軟件企業(yè)核心人才的現(xiàn)場(chǎng)問卷調(diào)查,通過后續(xù)數(shù)據(jù)分析,按照影響程度的不同,確定了影響核心人才流失的關(guān)鍵因素。針對(duì)這些關(guān)鍵影響因素,從構(gòu)建優(yōu)秀的企業(yè)文化、建立富有激勵(lì)的薪酬體系、完善科學(xué)的職業(yè)生涯規(guī)劃、建立相應(yīng)的企業(yè)利益保障機(jī)制和強(qiáng)化離職管理流程等多方面提供人才流失應(yīng)對(duì)策略。為驗(yàn)證這些人才流失應(yīng)對(duì)策略的有效性,筆者歷經(jīng)一年的時(shí)間,就其中某些有針對(duì)性的策略,在大連軟件園A企業(yè)深入推廣實(shí)施并取得了喜人的結(jié)果。 秉承理論與實(shí)踐相結(jié)合的原則,本文所提出的研究方法與核心人才流失應(yīng)對(duì)策略具有一定的現(xiàn)實(shí)意義。
[Abstract]:Software industry is an important strategic sunrise industry in Dalian economic structure. However, in recent years, while Dalian software enterprises are booming, the competition of talents among enterprises is becoming more and more serious. Many high-tech enterprises have nearly 30% talent turnover rate, and its core talent turnover rate has reached more than 20%. The high wastage rate of talents has become the primary problem to prevent Dalian software enterprises from becoming bigger and stronger, and has seriously restricted the overall development of Dalian Software Park. The aim of this paper is to determine the key factors of brain drain in Dalian software enterprises by means of literature review, questionnaire analysis, qualitative interview and expert discussion, and to study the strategies and methods to deal with the brain drain in Dalian software enterprises. Try to combine the management theory with the enterprise practice closely, analyze the practical problems facing Dalian software enterprises, and provide effective guidance and help for its core brain drain strategy. At the same time, it also hopes to provide reference for the brain drain of other city software enterprises. This paper systematically expounds the related theories of brain drain and the research model of foreign experts on the brain drain, and carries out the on-the-spot questionnaire investigation on the core talents of Dalian software enterprises. Through the follow-up data analysis, according to the different degree of influence, The key factors that affect the core brain drain are determined. In view of these key factors, from the construction of an excellent corporate culture, the establishment of an incentive salary system, and the improvement of scientific career planning, Establish the corresponding enterprise benefit protection mechanism and strengthen the turnover management process and other aspects to provide brain drain response strategies. In order to verify the effectiveness of these brain drain strategies, after a year, some targeted strategies have been promoted and implemented in Dalian Software Park A Enterprise. According to the principle of combining theory with practice, the research method and the strategy to deal with the brain drain are of practical significance.
【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】：2012
【分類號(hào)】：F272.92;F49

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本文編號(hào)：2458219