毕业论文：民营企业人才流失的研究.docVIP

摘 要 民营企业在我国的经济社会发展中占有重要地位，发挥着大企业难以取代的作用。我国现已加入世贸组织，成为世界经济共同体中的一员。民营企业作为我国国民经济的重要组成部分，同样也处在改革与发展的关键时期。但是人才流失却阻碍着我国民营企业的发展。民营企业管理制度不健全民营企业保障制度不完善民营企业的管理方式落后民营企业员工缺乏必要的发展空间和成长机会民营企业用人环境欠佳民营企业缺乏有效的激励机制对公司员工的心理和企业整体工作氛围的影响也是不可低估的企业经济上的损失也是不可避免的不尊重员工的成长，内部培训机制不健全不尊重员工的价值，薪酬福利激励不到位不尊重员工的人格，以人为本的文化氛围严重缺失不共享企业远景和目标，员工对企业的发展失去信心企业领导人的能力与风格方面的问题缺乏不满的宣泄机制。建立体现人才劳动价值的薪酬制度营造良好的文化和学习氛围进行职业设计，以动态掌握员工的心态加强与员工的沟通与交流，建立和谐的以人为本的企业文化注重情感留人，增加员工对企业的忠诚度人力资源是企业最重要的资源，人才的流失，直接导致企业人才数量不足,出现“三个缺乏”和“三个断层”，即：有学历、有技术的人才缺乏，高层次、高能力的人才缺乏，经营型、复合型的人才缺乏。人才年龄结构断层，有一定工作经验、年龄较轻的人才留不住；人才层次结构断层，一般性的人才较多，拔尖型人才留不住；人才专业结构断层，热门专业及紧俏专业人才留不住。这种情况的出现，严重削弱了企业竞争力。如何扭转人才流失的不利局面，是事关企业生死存亡、急待解决的一个重大问题。 本文试图从我国民营企业人才流失的现状、影响及原因分析入手，探寻有效控制民营企业人才流失的措施，以更好地促进民营企业的健康、快速发展。 民营企业 人才流失 Abstract Small and medium-sized enterprises occupy the important position in the socio-economic development. Our country has already joined WTO, has really become a member in the economics community of the word. Small and medium-sized enterprises are in the key periods of the reform and development too as the important component of our national economy. But the brain drain is hampering its progress. Brain drain issues including management systems and security system is imperfect, and backward management, Private enterprises lack the necessary staff development and growth opportunities, the environment of private enterprises employing the poor, and lack effective incentive mechanisms, However, too much brain drain on the staff of the psychological and business impact of the overall atmosphere is also can not be underestimated, enterprise economic loss is inevitable. These problems, however the main reason is lack of respect for the growth of staff, internal training mechanism is not sound and does not respect the value of staff, salaries and benefits of incentives in place, the staff does not respect human dignity, People-oriented culture of serious deficiencies, not shared enterprise vision and goals, employees have lost confidence in the de