MBA教育中心知识库

现阶段，传统建筑行业的发展逐渐的进入到了瓶颈期，建筑业作为第二产业，目前仍然存在劳动力素质普遍偏低、生产效率低、建设成本大等多项问题，随着建筑行业正在不断向着规范化发展，建筑行业越来越提倡绿色施工、智能化管理、装配式建筑、新型材料等要求，高质量人才对于建筑企业的发展而言，已经越来越不可替代，人才的重要性十分明显。但是，建筑业属于传统行业，其在管理方面依旧无法快速的摆脱落后、陈旧、不发达等问题，这也造成了每年有大量的人才流失。所以，研究建筑施工企业技术人才流失问题，寻求解决策略，帮助建筑企业挽留优秀人才，具有十分重要的作用和意义。

本文以甘肃六建技术人才流失为研究对象，以人力资源相关理论为基础，通过提炼相关文献观点，归纳了企业技术人才流失的常见原因，并结合甘肃六建实际情况设计了调查问卷，采用以问卷调查为主、访谈为辅的方式对甘肃六建技术人才流失的原因进行了探究。通过处理问卷调查结果，得出结论：引发员工离职的主要原因包括技术人员个人原因、企业自身的原因、社会环境因素这三个方面，并针对上述原因，提出了打造幸福六建、筑造品质六建、树立品牌六建等多个方面的改善对策。

At this stage, the development of the traditional construction industry has gradually entered a bottleneck period. As a secondary industry, the construction industry still has many problems such as generally low labor quality, low production efficiency, and high construction costs. With standardized development, the construction industry is increasingly advocating requirements for green construction, intelligent management, prefabricated buildings, and new materials. High-quality talents are increasingly irreplaceable for the development of construction companies, and the importance of talents is very obvious. However, the construction industry is a traditional industry, and its management is still unable to quickly get rid of backward, outdated, underdeveloped and other problems, which also causes a large number of brain drains every year. Therefore, it is of great significance and significance to study the problem of the loss of technical talents in construction enterprises, to seek solutions, and to help construction enterprises retain outstanding talents.

This paper takes the technology brain drain of Gansu No.6 construction company as the research object, takes the human resources related theories as the basis, summarizes the common causes of the technology brain drain of enterprises by refining the relevant literature views, designs a questionnaire in combination with the actual situation of Gansu No.6 construction company, and explores the causes of the technology brain drain of Gansu No.6 construction company by means of questionnaire survey and interview. By handling the questionnaire survey results, it is concluded that the main reasons for employee turnover include the personal reasons of technical personnel, the reasons of the enterprise itself, and social environmental factors. In view of the above reasons, it is proposed to build No.6 construction happiness building, No.6 construction quality building, No.6 construction building and other improvement countermeasures