国有企业人才流失原因和对策研究论文.docVIP

四川大学网络教育学院 本科生(业余)毕业论文（设计） 题 目 国有企业人才流失原因及 对策研究 办学学院 学习中心 专 业 人力资源管理 年 级 指导教师 学生姓名 学 号 2014年8月20日 国有企业人才流失原因及对策研究 专业：人力资源管理 学生： 指导教师： 摘 要 我自毕业以来一直在国有企业，特别是知识密集型行业中的国有企业，在人才竞争中普遍处于劣势地位，人才流失已成为影响企业生存和发展的重大问题。人才为什么会流失？如何避免人才流失？这已经成为摆在国有企业管理者面前越来越不可忽视的问题中国的国有企业比较其他外企来说，既要承担经济责任，也要承担政治责任，还要承担社会责任。同时，本土崛起的民营高科技公司发展迅猛，对人才的渴求也非常迫切。因此,企业领导要善于与员工沟通,准确把握他们的思想状况,及时发现并解决问题,做到感情留人Study on the reasons and Countermeasures of brain drain in state owned enterprises Major: Human resource management Student: yangyan Supervisor：mouwen Abstracts I since graduation has been engaged in administrative personnel in state-owned enterprises, according to the observation of self recruitment, so far from the 09 promotion, flow data, found that todays state-owned enterprises, especially knowledge intensive industries in the state owned enterprises in the competition for talent, generally at a disadvantage, the brain drain has become a major problem effects of the survival and development of enterprises. The loss of talent and why? How to avoid the brain drain? It has become a place in the management of state-owned enterprises face more and more problems can not be ignored. Chinese state-owned enterprises compared to other foreign companies and private companies, not only to bear the economic responsibility, also must bear the political responsibility, but also bear social responsibility. At the same time, talents own occupation planning flow, the rise of local private high-tech company is developing rapidly, the demand for talents is also very urgent. Therefore, leaders of the enterprises should be good at communicating with employees, an accurate grasp of their state of mind, timely find and solve problems, make feelings keep