企业文化建设从文化建设到文化管理.docxVIP

摘 要 随着经济的不断发展，互联网行业也开始有了蓬勃的发展，而人才的储备也已经成为互联网企业之间相互竞争的筹码。目前，互联网企业的核心人才已经由传统的员工转变成了掌握技术、信息和概念并运用其工作的知识型员工。知识型员工作为特定知识和技能的所有者，一般具有较高的工作自主性，对企业的依附性也相对较小。因此，知识型人才的流动性要高于一般普通员工，而他们的流动，也对互联网企业的发展带来了不小的影响。众所周知，互联网行业的薪酬水平均高于其他行业，但企业仍频频出现员工跳槽、核心员工流失、员工积极性不高等一系列问题，这些问题给互联网企业人力资源管理造成了瓶颈。 面对知识型员工加速流动给互联网企业持续发展带来的不良影响，企业需要把握知识型人员流动所受影响的主要因素，这对促进知识型人员的合理流动具有重要的意义。由分析可知互联网企业员工流动是由互联网行业大背景变幻莫测、企业激励制度不科学、员工对企业缺失归属感、外资企业或其他高利润行业的吸引、企业文化和管理机制不健全、员工想通过不断跳槽去增加自己的个人价值以提高薪酬、员工期望工作时间能更自由、员工期望自己创业等原因引起的，针对原因我们得出了以下几点建议。如加强企业核心文化，创造好的文化氛围、完善企业激励制度、对员工加强人文关怀，增加对企业的归属感、提供有竞争力的薪酬水平、给员工大的发展空间和提升平台、企业领导塑造自己的人格魅力，以提升自己的管理水平、强化对离职后员工的管理等。 关键词：互联网，人员流动，激励措施 Abstract With the continuous development of economic， the Internet industry is also began to have a booming expand， and reserve of talent become competing chips among Internet companies. Currently， the core talents of the Internet companies have changed from traditional employees to knowledge workers who have master of technology， information and concepts and able to use it in their work. Knowledge workers as the owner of specific knowledge and skills， generally have a higher work autonomy and have a relatively little dependence on the enterprise.Therefore， the mobility of knowledge-based talent is higher than ordinary people， and their mobility bring a great deal of influence on the development of Internet companies. As we all know， the Internet industrys average salary is higher than other industries， but a series of problem is still occurred such as job-hopping， loss of key employees and low work motivation， which caused a bottleneck to the human resources management of the Internet enterprises. Faced with the adverse effects of the accelerate mobility of knowledge workers to the sustainable development of the Internet enterprises， they need to grasp the main factors impact on the mobility of knowledge workers， which is of great significance for promoting the rational flow of knowledge workers.Analysis shows that the reasons of Internet comp