我国中小企业人才流失的对策研析吴成丞.docVIP

东北财经大学自学考试本科毕业论文 我国中小企业人才流失的对策研究 ——以辽宁北富电梯厂为例 作 者 吴成丞 专 业 人力资源管理 总 考 号 120110100180 指导教师 王伟娅 答辩日期 成 绩 内 容 提 要 改革开放以来，我国中小企业蓬勃发展，他们与大企业一起，在活跃城乡经济、开发新产品、提供就业机会、促进国民经济发展、满足城乡居民生产和生活需求等方面发挥了巨大的作用。但是，我国的中小企业在快速发展过程中也面临着严峻的挑战：缺乏现代人力资源管理的理念，对人的管理强调“控制”和“服从”，忽视了人的才能发挥。这使中小企业面临着新的危机：人才流失。人才高比例流失，带走了商业技术秘密，带走了企业的客户，使企业遭受直接的经济损失，增加了企业人力重置成本，影响了企业工作的连续性及工作质量，也影响了在职员工的稳定性和忠诚度。如不加以控制，最后终将影响到企业持续发展的潜力和竞争力，甚至可以使企业走向衰亡。本文试图通过对我国中小企业人才流失的原因分析，寻求中小企业留住人才和控制人才流失的对策，以优化中小企业的人力资源管理，降低人才流失率，提高中小企业的竞争力。 关键词：中小企业 人才流失 原因分析 对策研究 Abstract Since initiating the reforms and open policy, minor enterprises have achieved vigorous development, together with large enterprises, they played an very important role in promoting the urban and rural economies, developing new products, Providing jobs, boosting the development of national economy, satisfying the needs of production and living conditions in urban and rural areas. Nevertheless, along with the rapid growth, the minor enterprises in china are also facing the following stern challenges:insufficient conception in HR management which only focuses on control and obedience, but ignores the talent exertion of employees. This aggravates the new crisis faced by minor enterprises: high rate brain drain, which take away trade and technology secrets and also the customer. At the same time the enterprises will suffer from direct economic losses, and the cost of HR re - organization is increased, and of course work consistency and quality of company and stability and loyalty of employees are also impaired. If not controlled effectively, this phenomenon will affect the sustainable development and the competence of the enterprises, even cause the contabescence of the enterprise. By analyzing the reason o