预防国有企业人才流失的对策.docVIP

预防国有企业人才流失的对策 【摘 要】随着知识经济时代的来临，尤其是中国加入WTO后，中国国有企业全面参与世界竞争，应对激烈的挑战。竞争的焦点也由物化资源的竞争转为智力资源———人才的竞争。越来越多管理者意识到人才才是未来市场角逐成败的关键。如何从环境上、机制上、政策上吸引人才、留住人才、稳定人才、用好人才已成为越来越多的企业管理者的共识。通过对国有企业人才流失现状的分析，揭示了国有企业由于管理观念陈旧、用人机制落后、薪酬机制不合理和企业文化匮乏等原因,使国有企业人才流失严重,大大降低了其市场竞争力。国有企业应实行战略性人力资源管理完善用人机制和激励机制,Prevents the state-owned enterprise brain drain the countermeasure Abstract：With the era of knowledge-based economy, especially after Chinas accession to the WTO, Chinas state-owned enterprises to participate fully in world competition should be fierce challenges. The focus of competition from physical and chemical resources to intellectual resources --- talent competition. More and more managers aware of the talent in the future is the key to the success or failure of the market competition. From the environment, mechanisms, policies, attract and retain qualified personnel, stability, talented people with good talent has become more and more enterprise managers consensus. The brain drain of state-owned enterprises the status quo, revealed the state-owned enterprises due to the outdated concept of management, employment mechanism behind the pay mechanism and irrational lack of corporate culture and other reasons, to make a serious brain drain of state-owned enterprises, greatly reducing its market competitiveness. State-owned enterprises should be made to implement the strategic human resource management, employment mechanism and improve the incentive mechanism, to provide a good career development, the implementation of competitive pay and benefits, the development of a complete career development planning, promote respect for knowledge and talent The corporate culture in areas such as the establishment of a mechanism to retain talent. Keywords: The state-owned enterprise human resources managerial talent drains the countermeasure 预防国有企业人才流失的对策 随着知识经济时代经济全球化、信息化的到来，尤其是中国加入WTO后，中国国有企业全面参与世界竞争，应对激烈的挑战。而竞争的焦点也随着企业战略性资源的转移而转移，即从资金、产品等物化资源的竞争转为智力资源———人才的竞争。　　国有企业，特别是知识密集型行业中的国有企业，在这场人才竞争战中普遍处