【摘要】：隨著知識(shí)經(jīng)濟(jì)時(shí)代的到來(lái),誰(shuí)擁有更多人才,誰(shuí)掌握核心技術(shù),誰(shuí)就能擁有主動(dòng)權(quán)和競(jìng)爭(zhēng)力。企業(yè)間的競(jìng)爭(zhēng)已經(jīng)逐漸轉(zhuǎn)變?yōu)槿瞬诺母?jìng)爭(zhēng),各企業(yè)都想盡辦法招攬人才。IT行業(yè)因?yàn)楫a(chǎn)品周期短、創(chuàng)新要求高、技術(shù)革新快的特點(diǎn),對(duì)人才的依賴性要高于其他行業(yè)。但是,因?yàn)槭袌?chǎng)對(duì)于IT人才的巨大需求,知識(shí)密集、待遇較高的行業(yè)特點(diǎn),以及就業(yè)觀念的轉(zhuǎn)變,造成IT行業(yè)人員流動(dòng)比較頻繁的客觀現(xiàn)象。人才的正常流動(dòng)可以為企業(yè)注入新鮮血液,提高企業(yè)競(jìng)爭(zhēng)力;而不合理的人才流動(dòng)會(huì)給企業(yè)帶來(lái)很大的損失和負(fù)面影響。因?yàn)榘l(fā)展迅速的行業(yè)特點(diǎn),人才流失對(duì)IT行業(yè)造成的影響要比其他行業(yè)更快、更嚴(yán)重。如何減緩人才流失、穩(wěn)定人才隊(duì)伍就成為IT行業(yè)和各企業(yè)的當(dāng)務(wù)之急。本文以國(guó)內(nèi)外人才流失的理論模型和文獻(xiàn)研究為基礎(chǔ),通過(guò)理論研究法、文獻(xiàn)綜述法和案例分析法,對(duì)IT行業(yè)人才流失問(wèn)題的成因進(jìn)行了分析。分析認(rèn)為IT行業(yè)的人才流失率之所以居高不下,從本質(zhì)上說(shuō)是市場(chǎng)對(duì)技術(shù)人才的需求量很大,同時(shí)又以年齡為條件限制了人才的發(fā)展,這就造成了大量的人才進(jìn)入人力資源市場(chǎng),并頻繁流動(dòng)以期獲得高薪和發(fā)展,又在達(dá)到一定年齡后離開該行業(yè)。正如美國(guó)的一位管理人士所說(shuō),不要把人才當(dāng)作一個(gè)水庫(kù),應(yīng)該當(dāng)成一條河流來(lái)管理,不要期待它不流動(dòng),而應(yīng)設(shè)法管理它的速度和方向。IT行業(yè)的人才就像是一條河流,只是它的流速過(guò)快。此外,IT行業(yè)以80、90后為主力軍,他們的訴求更多樣化,高薪、發(fā)展、培訓(xùn)、工作環(huán)境都是很重要的關(guān)注點(diǎn),而國(guó)內(nèi)IT行業(yè)以中小型民營(yíng)企業(yè)為主,在管理上存在不完善之處,很多企業(yè)不能做到“以人為本”,滿足他們的訴求,他們最終會(huì)選擇“跳槽”。S科技公司作為IT行業(yè)中的一員,技術(shù)人才構(gòu)成、流失都符合行業(yè)特征,本文通過(guò)分析S公司的具體情況,以提升人力資源管理水平、控制人才流失為目標(biāo),從留人體系和預(yù)警體系兩個(gè)方面,給出相應(yīng)的人才流失對(duì)策,希望可以為IT行業(yè)改善人才流失問(wèn)題提供參考。由于技術(shù)更新快、工作任務(wù)繁重等原因,企業(yè)對(duì)技術(shù)人才的年齡要求更為嚴(yán)格,因此本文主要根據(jù)員工的年齡特點(diǎn)和工齡特點(diǎn),建立留人體系;預(yù)警體系由預(yù)警管理及離職面談兩部分組成,提高公司對(duì)人才流失的重視程度及應(yīng)對(duì)能力,從而降低人才流失率。
[Abstract]:With the advent of the era of knowledge economy, who has more talents, who master the core technology, who can have the initiative and competitiveness. The competition among enterprises has gradually changed into the competition of talents, and all enterprises have tried their best to recruit talents. Because of the characteristics of short product cycle, high innovation requirements and rapid technological innovation, IT industry is more dependent on talents than other industries. However, due to the huge demand for IT talents in the market, the characteristics of the industry with dense knowledge and high treatment, as well as the change of employment concept, the objective phenomenon of frequent flow of personnel in IT industry is caused. The normal flow of talents can inject fresh blood into enterprises and improve the competitiveness of enterprises, while unreasonable flow of talents will bring great losses and negative effects to enterprises. Because of the rapid development of industry characteristics, the impact of brain drain on the IT industry is faster and more serious than other industries. How to slow down the brain drain and stabilize the talent team has become an urgent task for the IT industry and enterprises. Based on the theoretical model and literature research of brain drain at home and abroad, this paper analyzes the causes of brain drain in IT industry by means of theoretical research, literature review and case analysis. The analysis shows that the high wastage rate of talents in IT industry is essentially a great demand for technical talents in the market, and at the same time, it limits the development of talents under the condition of age. This has caused a large number of talents to enter the human resources market, and frequently flow in order to get high wages and development, and leave the industry after reaching a certain age. As an American executive said, don't think of talent as a reservoir, you should manage it as a river, don't expect it not to flow, but try to manage its speed and direction. Talent in the IT industry is like a river. It's just that its flow rate is too fast. In addition, the IT industry is dominated by the post-80s and post-90s, their demands are more diversified, high salary, development, training, working environment are very important concerns, while the domestic IT industry is dominated by small and medium-sized private enterprises, there are imperfections in management. Many enterprises can not achieve "people-oriented" to meet their demands, they will eventually choose "job-hopping". S technology company as a member of the IT industry, the composition of technical talents, the loss is in line with the characteristics of the industry. Based on the analysis of the specific situation of S Company, in order to improve the level of human resources management and control the brain drain, this paper gives the corresponding countermeasures of brain drain from two aspects of retention system and early warning system. It is hoped that it can provide reference for IT industry to improve the problem of brain drain. Due to the rapid updating of technology and heavy work tasks, the age requirements of technical talents are more strict in enterprises, so this paper mainly establishes the retention system according to the age characteristics and length of service of employees. The early warning system is composed of early warning management and exit interview to improve the attention and coping ability of the company to brain drain, so as to reduce the brain drain rate.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F272.92;F49

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