民营企业人才流失问题与对策研究
摘要
民营企业伴随着二十多年来我国改革开放事业的进程，为保障国民经济的持续向前发展发挥了不可替代的作用。随着宏观经济环境的改善，中国的民营企业面临着新一轮巨大的发展机遇。但是，民营企业在高速发展中又产生了人才流失的危机，在珠三角地区，一方面，民营企业的快速发展离不开人才；另一方面，民营企业用人机制落后；薪酬体系、激励机制不合理；企业主素质低下，忽视与员工的交流沟通等种种问题隐藏在企业发展当中。而最让企业困惑的是，自有人才的本文来自优文论文网原文请找QQ752018766大量流失给企业的发展甚至生存带来了难以估量的恶果。员工高比例流失，不仅带走了商业、技术秘密，带走了客户，使企业蒙受直接经济损失，而且，增加了企业人力重置成本，影响工作的连续性和工作质量，也影响在职员工的稳定性和效忠心。如不加以控制，最终将影响企业持续发展的潜力和竞争力。
针对珠三角民营企业存在的问题，通过对比分析的方法提出了建立科学的用人机制、提高民营企业家素质、建立科学的薪酬体系等对策解决问题，从而使珠三角地区民营企业持续、健康、稳定发展。
关键词: 民营企业，人才流失，珠三角
Abstract
20 years passed private enterprises in China played an important role in economy development. With the improvement of the macroeconomic environment, private enterprises in China are confronted with an opportunity, along with the big challenge and risk. In Pearl River Deta, On the one hand, talented persons are necessary for the development of private enterprises; on the other hand, hiding in the development of private enterprises, employment mechanism backward, salary system and 毕业论文http://www.youerw.com/ and so on the most popular problem which private enterprises will face is competing for H R, introducing talented persons, how to maintain them and encourage them to perform well. Staff high proportion outflow, not only has carried off the trade, the technical secret, has carried off the customer, causes the enterprise to suffer the direct economic loss, moreover, increased the enterprise manpower reset cost, interferes with the work the continuity and the work quality, also affects in office staff's stability and the effect is loyal. If does not control, finally will affect the potential and the competitive power which the enterprise will develop continually.
PRD against the existence of private enterprises, through comparative analysis of the method of establishing scientific personnel mechanisms, Private entrepreneurs, establishing a scientific system of remuneration tackle the problem. Thus causes Pearl River Deta the area privately operated enterprise, to be continually healthy, the stable development.
Key words: private enterprise；flowing out；Pearl River Deta
目 录
1 绪 论 .1
1.1 研究背景和目的.1
1.2 国内外企业人才流失状况.1
2 人才流失的状况分析.3
2.1 企业员工离职的概念.3
2.1.1 离职的基本含义.3
2.1.2 离职的分类.3
2.2 员工流失的成本分析.4
2.2.1 直接损失.4
2.2.2 间接损失.4
3 珠三角民营企业人才流失背景分析.6
3.1 珠三角民营企业现状.6
3.2 人才争夺现状.6
3.3 江门市民营企业目前的人才现状主要都存在的问题.7
4 珠三角民营企业人员流失的原因分析.8
4.1 用人机制落后 任人唯亲.8
4.2 经营目标短期化.9
4.3 薪酬体系不合理.9
4.4 忽视与员工的情感交流.11
4.5 忽视劳动者的社会福利保障.11
4.6 工作职责设计不合理.11
4.7 员工职业生涯计划难以实现.12
4.8 企业前景不明朗或内部管理混乱.12
4.9 市场化的人才配置缺乏.13
5 珠三角民营企业人员流失的对策研究.14
5.1 建立科学的用人机制.14
5.2 提高民营企业家的素质.15
5.3 建立科学合理的薪酬体系.16
5.4 正视人才安全问题 制定预防措施.17
5.5 给员工制定职业生涯规划.18
5.6 建立吸引核心人才的制度.19
5.6.1 以事业吸引人.19
5.6.2 以文化留住人.20
5.6.3 以制度管理人.21
5.6.4 各地政府要制定人才政策.21
5.7 建立培训和效果评估制度22
结论.23
参考文献.25
致谢.1423