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中小企业人才流失问题、原因及对策研究

中小企业人才流失问题、原因及对策研究

摘要

中小企业在我国的经济社会发展中占有重要地位，发挥着大企业难以取代的作用。我国现已加入世贸组织，成为世界经济共同体中的一员。中小企业作为我国国民经济的重要组成部分，同样也处在改革与发展的关键时期。但是人才流失却阻碍着我国中小企业的发展。文章从我国中小企业人才流失的内外部原因进行明确的梳理，以便中小企业能探寻有效控制人才流失的措施，更好地促进中小企业的健康、快速发展。近年来，员工流失率高一直是困扰我国大多数企业，特别是一些以生产制造为主的中小企业的主要问题。如员工流动超过适当的比率，企业缺乏一个比较稳定的员工队伍的支撑，尤其是没有对组织保持忠诚的知识型员工的支持，企业必然会因缺乏人才而面临被市场淘汰的风险。民营企业在中国已进入稳定的、良性的发展时期。即一方面急需高素质的人才，另一方面在得到高素质的人才后很难凭着有效的人力资源管理在较长时间内留住人才，并发挥其最大潜能。从而使企业在日趋激烈的市场竞争中立于不败之地。

关键词：中小企业;人才流失;人力资源项目管理

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中小企业人才流失问题、原因及对策研究

Abstract

the Small and medium-sized enterprises in China's economic and social development of the occupies an important position, plays a big enterprise hard to replace function. China has joined wto, become a member of the world economic community. Small and medium-sized enterprises in China as an important part of the national economy, also is the key period of reform and development. But the brain drain is hindering the development of small and medium-sized enterprises in China. This article from the Chinese small and medium-sized enterprise brain drain of internal and external causes clearly comb, in order to small and medium-sized enterprises to seek effective control brain drain measures, facilitate the sme healthy and rapid development. In recent years, employee turnover high has been plagued the country most enterprises, especially some mainly manufactures give priority to the main problems of small and medium-sized enterprises. Such as mobile staff more than proper ratio, enterprises lack a relatively stable team of employees to support, especially without organizations remain loyal knowledge-worker's support, the enterprise will due to lack of talent and facing washed out by the market risk. Private enterprises in China has entered stable, benign development period. Namely on the one hand need high quality talent, on the other hand in get high quality talent it with the effective management of human resources in a long time retain talent, and exert its maximum potential. Thus the enterprise in fierce market competition invincible.

Keywords: small and medium-sized enterprises; The loss of talented people; Human resources management

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中小企业人才流失问题、原因及对策研究

目录

摘要...............................................................I Abstract. . ........................................................II 第一章 中小企业人才流失背景. .. . . . . ...................... .. ...1

1.1中小企业发展的必然性 . . ..............................................1 1.2中小企业人才流失现状分析 .............................................1

第二章 人才流失对企业发展的负面影响........ .. .. .......... .... ...2

2.1对企业战略在执行中受到的影响..........................................2 2.2人才会加入到竞争对手的行列 ............ . ................ ...........2 2.3对其它的人员会有心理冲击 ........ . . ................................2 2.4人才离职往往伴随着老客户的流失 .......................................3

第三章 我国中小企业人才流失原因.....................................4

3.1内部原因......................................................4 3.1.1企业文化的因素 .....................................................4 3.1.2企业管理者的水平....... . . ........................................4 3.1.3企业的管理体制不健全................................................5 3.1.4企业的人才管理理念存在误区..........................................6 3.1.5中小企业保障制度不完善. . ..........................................6 3.1.6企业的人才管理策略欠科学. . .........................................6 3.2外部原因....... . . . . . . ...................................7 3.2.1劳动力市场的供求状况会对企业的人才流失率产生影响................. 7 3.2.2社会整体所持的信念和价值观也会影响具体企业的行为................. 7 3.2.3缺乏成熟配套的人才管理政策.................................... 7 3.2.4信用机制的缺失............................................... 7

第四章 中小企业人才流失问题的对策...................................9

4.1了解员工的需要........................................................9 4.1.1外在薪酬：包括工资、奖金、年假等福利待遇............................9

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