国有企业吸和留住人才的对策论文初稿.docVIP

PAGE \* MERGEFORMAT 11 人力资源管理专业毕业论文 题目： 国有企业吸引和留住人才的对策分析 学号 05093091672 姓 名 魏丹丹 指导教师 靳娟利 学院 河南质量工程职业学院 专业 人力资源管理专业 完成时间： 2011年10月 20日 摘要：在市场竞争日益激烈的今天,企业间竞争的核心就是人才的竞争。因此，如何吸引外来人才、留住现有人才，成为企业生存发展壮大的根本问题。国有企业更是如此。人力是一种资源，人才是一种贵重资源，人才的流失给企业造成的损失不是能以简单的数字估价得了的。如何降低人才的流失率，将人才的流动率控制在良性范围内，保持企业活力的同时留住优秀的人才，已成为国有企业人力资源管理者刻不容缓的工作任务。 关键词：国有企业，吸引人才，留住人才  目录 摘要······························································1 目录······························································2 第一章 国有企业难以留住人才的主要原因·····························3 1.1 社会因素······················································3 1.2 组织因素······················································3 1.3 个人因素······················································3 1.4 缺乏公平合理的考核评价体系····································3 1.5 缺乏有效的人才开发和培养机制··································4 1.6 企业发展前景··················································4 第二章 国有企业对人才缺乏吸引力的原因分析·························4 2.1 人才管理体制存在弊端··········································4 2.2 人才观念落后··················································5 2.3 激励体制存在缺陷··············································5 2.4 忽视了企业文化的建设··········································5 第三章 国有企业吸引人才和留住人才的对策···························5 3.1 国有企业吸引人才的主要对策····································5 3.1.1 用企业发展吸引人············································6 3.1.2 用培训机会吸引人············································6 3.1.3 用职业发展吸引人············································6 3.1.4 用公平的激励机制吸引人······································6 3.1.5 用情感吸引人················································7 3.1.6 用企业文化吸引人············································7 3.2 国有企业留住人才的主要对策····································8 3.2.1 为人才提供竞争性薪酬········································8 3.2.2 待遇留人····················································8 3.2.3 感情留人是关键，事业留人是根本······························8 3.2.4 培养企业文化凝聚力··········································9 3.2.5 挖掘人才的“流