小企业人才流失对策研究.docVIP

中小企业人才流失及对策研究 随着国家经济实力的不断增长，各种规模的企业纷纷成立。但从中国加入世贸组织后，国外大企业进入国内的刺激等，造成各企业人才不断流失，尤其是中小企业，自己培养的人才却成了别人的得意助手。到了08年后，很多企业出现了用人荒。这种情况是由很多原因造成的，大体上有人才在企业得不到发展、公司的待遇满足不了员工需求、同一岗位人才过剩、员工之间关系紧张等。针对这种情况，作为企业的管理者应该采取积极措施留住人才。第一、靠待遇留人：不断提高员工的福利待遇，提高基本工资，并可根据工作能力发奖金等；领导要经常与员工沟通，上下一条心才能更好的为公司创造效益。第二、要不断提高员工的工作激情，可以给员工目标激励，让员工为满足事业的成就感而努力，同时应为员工提高很好的培训学习机会，让员工不断的学习进取。 Abstract Along with the national economic strength is growing, various sizes of enterprises have been established. But from China joined the wto, foreign big enterprise enters the domestic stimulation, creates each enterprise talent constantly loss, especially smes, own talent have become someone elses proud helpers. 8 years later, many enterprises to appear the employing drought. This kind of situation is caused by many reasons, there are broadly talent in enterprise is not developed, company treatment cant satisfy the employee requirement, the same post talent excess tension between employees, etc. In view of this situation, as the companys managers should take active measures to keep talents. First, by treatment continuously improve staff worker: basic salary welfare, improve the ability to work, and can according to the bonus, etc.; Leadership will often and staff communication, fluctuation hearts can better create benefits for the company. Second, must constantly improve the staffs working enthusiasm, can give employees target motivation, allowing employees to meet business sense of achievement and efforts, and should be employees improve good training study opportunity, let employees to study and progress. 关键词：中小企业 人才流失 待遇 1、人才流失的现状 2、人才流失的原因 3、解决人才流失的方案：稳住人才，要从待遇、事业、情感道德留人 3.1、提高待遇 3.1.1提高物质待遇 3.1.2提高精神待遇 3.2让员工有归属感 3.2.1给员工任务，让其有奋斗动力 3.2.2提供员工培训机会 3.3.1情感留人 3.3.2道德留人 结论： 1、 我国的中小企业由于社会、历史和自身等诸多方面的原因，使得其地位、环境、条件和实力在竞争中均处于弱势，因而，人才流失现象相当严重。中小企业人才培养缺乏规划，缺少人才职业生涯设计的概念，使人才对在企业中的定位和发展感到茫然。特别是不注重人才的开发，不能为员工提供有发展潜力的空间，把培训看成是得不到回报的投入，使员工不能随着企业的发展而快速提升自己的能力。随着知识经济时代的到来和社会生活水平的提高，员工的需求开始从低层次的物质需求转化为高层次的精神需求。作为人才， 一