河南天筑科技公司人员流失问题探究.docxVIP

PAGE \* ROMAN I 摘 要 随着中国社会的发展和科技的进步，全球一体化经济信息制度的建立，民营企业的发展环境向较好的方向改变。随着经营规模的不断壮大，公司发展速度与人力资源支撑之间的矛盾日益凸显，公司具备专业技能的人员和管理人员在数量上、质量上都无法满足公司业务发展要求。 现在企业间的竞争不只是技术、产品的竞争，更多的是人才的竞争。企业人员的大量流失就会造成，新员工尚不足以支撑公司业务，老员工又在不断的流失，阻碍了公司的发展速度。目前中国大部分民营企业都在不断的学习、完善公司关于人力资源管理方向上的问题。但总体上看，中国还有不少民营企业依然使用传统的人力资源管理模式，其中存在很多滞后和不足，造成了企业人力资源问题矛盾愈演愈烈，同时给其企业的发展带来了很严重的制约和负面影响，表现最为明显的就是企业人才流失严重、人才储备不足等问题。 综上所述，本课题从理论意义和实践意义两个方面进行研究。理论意义通过理论并结合中国国内形势进行分析，说明了民营公司存在人员流失这一突出问题。实践意义是结合河南天筑科技有限公司员工流失问题进行探究，找出该公司人力资源管理中存在的问题，并对其问题进行详细的分析，提出相应的解决对策。最后为该公司如何管控人员流失问题，提出建议与对策。为其他民营企业的人力资源管理提供依据,具有一定的理论和实践的参考价值。 关键词：民营企业；人力资源管理；人员流失 Abstract With the development of Chinese society and the advancement of science and technology, and the establishment of a globally integrated economic information system, private enterprises are faced with a good development environment. According to the company’s operation sizes keep growing, the contradiction between the companys development speed and human resources support is increasingly prominent. The companys professional and technical personnel and management personnel cannot meet the companys business development requirements in terms of quantity and quality. In other words, talent competition is the competition point between enterprises now, not just technology and products. The enterprise staff loss will make the company reduce the development speed, because the new staffs cannot support the main business, the old staffs in constant loss. At present, most private enterprises in China are constantly learning and improving the companys problems in the direction of human resources management. But totally, there are many private enterprises in China still use the traditional human resource management model, which have caused the contradiction of human resources problems to intensify. At the same time, the loss of talents has caused a shortage of talents, which has seriously restricted the development of enterprises and brought many adverse effects. In summary, theoret