MBA教育中心知识库

       经济体量的高速增长及经济结构的改变，使得我国非公有制经济企业的劳动用工有了更广阔的选择空间。由于大社会环境的变化，劳动者的就业环境变得宽松，可供选择的就业岗位增多，因此流动频率变快。近年来，甘肃宏圣集团人才的跨行业、企业的频繁流动阻碍了企业的发展，削弱了企业在市场中的竞争力，所以如何增加企业现有人才的忠诚度成为了迫切需要解决的问题。

      本文以甘肃宏圣集团为研究对象，应用科学研究中解决问题的逻辑思路，查阅文献后结合人才流失的理论及模型，系统调查了企业人才管理的现状，员工大量离职对企业的影响，并深入探究了员工离职的原因，给出了适合企业现实的解决对策。帮助企业吸引人才、留住人才，为企业的健康快速发展提供人力资源的保障、提高企业的盈利能力，并为其他同类型企业的人才管理工作提供富有现实意义的参考和借鉴。

       首先进行人才流失原因的访谈调查，得到员工离职的外部、内部及个人的原由，并结合企业目前人才管理的情况编辑出在职员工工作满意度网络版调查问卷。本次调查按照集团公司对经营承包单位人员岗位的划分，采用分岗位随机抽样问卷调查的方式，为了使调查过程科学合理，调查有说服力，问卷由总公司人力资源部发放。本次调查问卷星后台共收集问卷290份，其中有效问卷 262份。收集的数据用专业的数据分析软件spss23 进行分析。对问卷按顺序进行相关及逐步回归分析后确定甘肃宏圣集团人才流失的主要影响因素，包括企业的人才引进体系不完善、企业的人才管理制度不健全、企业的薪酬制度有失公平、企业的激励制度没起到应有的作用、企业的晋升空间小、企业文化缺乏向心力凝聚力。通过系统整理归纳并分析人才流失的主要影响因素，给出防范企业人才流失的策略，包括完善人才引进体系、建立科学合理的用人机制、改革并完善薪酬分配体系、调整企业的激励制度、建立科学合理的考核和晋升制度、加强企业文化建设。

   With the rapid growth of economic volume and the change of economic structure, the labor and employment of non-public economic enterprises in China have a broader space of choice. Due to the change of the big social environment, the employment environment for workers becomes relaxed, and the number of available jobs increases, so the flow frequency becomes faster. In recent years, the frequent flow of talents in cross-industry enterprises of Gansu Hong sheng Group has hindered the development of the enterprise and weakened the competitiveness of the enterprise in the market. Therefore, how to increase the loyalty of existing talents has become an urgent problem to be solved.

     In this paper, Gansu Hong sheng Group as the research object, the application of scientific research to solve the logical thinking of the problem, after consulting the literature combined with the theory and model of brain drain, a systematic investigation of the current situation of enterprise brain drain, influencing factors, put forward solutions suitable for the reality of the enterprise.

     First of all, according to the current situation of brain drain, and combined with the current situation of human resources management of the enterprise to design the in-service employees job satisfaction network questionnaire. In accordance with the division of the posts of the operation contractors of the group, this survey adopts the method of random sampling by posts. In order to make the investigation process scientific and reasonable and the investigation convincing, the questionnaire is distributed by the human Resources Department of the head office. A total of 290 questionnaires were collected in the satellite background, of which 262 valid questionnaires were analyzed with SPSS23 software. The main influencing factors of brain drain of Gansu Hong sheng Group were determined after sequential correlation and stepwise regression analysis of the questionnaire, including enterprise talent introduction system is not perfect Enterprise talent management system is not sound compensation system is unfair enterprise incentive system didn't play a proper role Enterprise's promotion space small enterprise culture lack of centripetal cohesion. Through systematically sorting out and analyzing the main influencing factors of brain drain, the feasible countermeasures to reduce the rate of brain drain are given. It includes perfecting talent introduction system, establishing scientific and reasonable employment mechanism, reforming and perfecting salary distribution system, adjusting enterprise incentive system, establishing scientific and reasonable assessment and promotion system, and strengthening enterprise culture construction.