MBA教育中心知识库

摘 要

  在当今的知识经济时代，企业的竞争，是科学技术的竞争，是资金的竞争，更是人才的竞争。企业的发展离不开人才，拥有了人才，就掌握了发展的生机。当企业牢牢掌握了核心人力资源，就意味着企业掌握了经营发展的主动权，从而在发展中占有一定的优势。如何吸引人才、培养人才、用好人才、留住人才，不仅是人力资源管理中的重要课题，也是企业发展的首要任务。因此，对人才流失问题的研究就具有十分重要的意义。

  本文以心理契约相关理论为研究基础，以Y教育为主要研究对象，以问卷调查和分析为主要研究方法，以解决Y教育人才流失问题为主要目的和初衷。本文通过文献研究法、问卷调查法、访谈以及调取查阅往期离职人员面谈记录表的方式，结合Y教育的整体情况以及人力资源现状，对Y教育五个维度的满意度以及六个维度的离职倾向进行分析，并从心理契约的交易维度、关系维度和工作维度总结了造成Y教育人才流失的原因，最终从心理契约的交易、关系和工作维度，针对性地提出解决Y教育人才流失问题的建议和对策：如制定开放的政策，用政策留人；建立多样性和个性化的薪酬福利体系，加强企业文化建设和培训机制等。希望通过本文的研究，对Y教育及其他同行业的人力资源管理提供一定的参考和借鉴意义。

Abstract

    In today's era of Knowledge Economy, the competition of enterprises is the competition of science and technology, the competition of capital and the competition of talents. The development of enterprises can not be separated from talent, with talent, to master the vitality of development. When the Enterprise has a firm grasp of the core human resources, it means that the Enterprise has mastered the initiative of Business Development, and thus has a certain advantage in development. How to attract, cultivate, use and retain talents is not only an important subject in human resource management, but also the primary task of enterprise development. Therefore, the study of brain drain is of great significance.

    By means of literature study, questionnaire, interview and interview, this paper combines the whole situation of Y Education and the current situation of human resources, this paper analyzes the five dimensions of Y Education satisfaction and six dimensions of turnover intention, and summarizes the reasons of Y Education brain drain from the transaction dimension, relationship dimension and work dimension of psychological contract, finally, from the transaction, relationship and work dimension of psychological contract, the author puts forward some suggestions and countermeasures to solve the problem of Y Education brain drain, such as making open policy, retaining talents with policy, establishing diversified and individualized salary and welfare system, strengthen the corporate culture and training mechanisms. I hope this study can provide some reference and reference for Y Education and other human resource management in the same industry.