《我国家族企业人才流失问题研究》毕业学术论文.docVIP

SHANDONGＵＮＩＶＥＲＳＩＴＹ　ＯＦ　ＴＥＣＨＮＯＬＯＧＹ 毕业论文 我国家族企业人才流失问题研究 学 院： 商学院 专 业： 工商管理（双学位） 学生姓名： 学 号： 0812107197 指导教师： 二零一一 年 三月 到 二零一一 年 六月 共十二周摘要 本文首先分析了家族企业人才流失的现状、原因和影响，在前人研究人才流 失的相关理论基础上，对家族企业进行实证研究。通过对影响人才流失的薪酬福利、职业生涯规划、企业文化、激励机制、人事制度、领导者管理风格、人际关系和工作环境八个人力资源管理因素研究的，提出了一系列的措施对策应对家族企业的人才的流失。对于人才流失前首先要树立以“以人为本”的人本管理理念，其次提高领导者素质，加强家族企业自身管理，最后是建立完善的人力资源制度体系；对于人才流失后企业应健全合同约束机制、及时补充合适人才，才能把人才流失的损失降到最低。 关键词：家族企业 ，人才流失，人力资源管理 Abstract With the perfection and development of China’s Socialist economic system, family enterprise continue to grow strong as old firm organization form since reform and opening-up, exerting great contribution to the development of economy. As the most important resource, talented people are becoming the key point to win in the competition between enterprises. Meanwhile, Brain Drain deeply troubled human resources in enterprises. To family enterprise, the difficulties to recruit and to keep employees become the bottleneck in its human resources management. High percentage Brain Drain in family enterprise is a common phenomenon. This paper firstly analysis the current situation of Brain Drain in family enterprise as well as its reason and cause. It also finds out the eight factors of human resources management to influence the Brain Drain, including compensation benefit, career planning, organizational culture, motivation system, personnel system, leadership style inventory, interpersonal relationship, and work environment. Then it does regression analysis on the Brain Drain. Lastly, with the conclusion of empirical analysis, the control and management of Brain Drain, the papers propose a series of measures to response to the Brain Drain in family enterprise. With regard to the Brain Drain, the first measure is to set up the people oriented management concept. Second, the quality of the leaders should be lifted. Last, human resource management system should be set up and perfected. Only pe