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1、四川大学网络教育学院本科生(业余)毕业论文（设计）题目国有企业人才流失原因及对策研究办学学院学习中心专业人力资源管理年级指导教师学生姓名学号2014年8月20日14国有企业人才流失原因及对策研究专业：人力资源管理学生：指导教师：摘要我自毕业以来一直在国有企业从事行政人事工作，根据自身从09年至今的人才招聘、晋升、流动的数据的观察，发现如今的国有企业，特别是知识密集型行业中的国有企业，在人才竞争中普遍处于劣势地位，人才流失已成为影响企业生存和发展的重大问题。人才为什么会流失？如何避免人才流失？这已经成为摆在国有企业管理者面前越来越不可忽视的问题。中国的国有企业比较其他外企及私企来说，既要承担
2、经济责任，也要承担政治责任，还要承担社会责任。人才自身职业规划流动的同时，本土崛起的民营高科技公司发展迅猛，对人才的渴求也非常迫切。因此,企业领导要善于与员工沟通,准确把握他们的思想状况,及时发现并解决问题,做到感情留人，事业留人。与时俱进的建立有利于人才脱颖而出的激励机制和收入分配机制，制定和完善对员工的绩效考核办法，从制度上保证各类人才得到与他们劳动和贡献相适应的报酬，为各类人才的创新和发挥才能创造更为宽松的环境。关键词：人才流失现状原因对策研究14StudyonthereasonsandCountermeasuresofbraindraininstateownedenterprise
3、sMajor:HumanresourcemanagementStudent:yangyanSupervisor：mouwenAbstractsIsincegraduationhasbeenengagedinadministrativepersonnelinstate-ownedenterprises,accordingtotheobservationofselfrecruitment,sofarfromthe09promotion,flowdata,foundthattoday'sstate-ownedenterprises,especiallyknowledgeintensiveindu
4、striesinthestateownedenterprisesinthecompetitionfortalent,generallyatadisadvantage,thebraindrainhasbecomeamajorproblemeffectsofthesurvivalanddevelopmentofenterprises.Thelossoftalentandwhy?Howtoavoidthebraindrain?Ithasbecomeaplaceinthemanagementofstate-ownedenterprisesfacemoreandmoreproblemscannotb
5、eignored.Chinesestate-ownedenterprisescomparedtootherforeigncompaniesandprivatecompanies,notonlytobeartheeconomicresponsibility,alsomustbearthepoliticalresponsibility,butalsobearsocialresponsibility.Atthesametime,talents'ownoccupationplanningflow,theriseoflocalprivatehigh-techcompanyisdevelopingra
6、pidly,thedemandfortalentsisalsoveryurgent.Therefore,leadersoftheenterprisesshouldbegoodatcommunicatingwithemployees,anaccurategraspoftheirstateofmind,timelyfindandsolveproblems,makefeelingskeeppeople,keeppeoplecause.Keepingpacewiththetimesisconducivetotheestablishmentoftalenttalentshowingitselfinc
7、entivemechanismandtheincomedistributionmechanism,establishandperfectthestaffperformanceappraisalmeasures,fromthesystemtoensureallkindsoftalentshaveadaptedtotheircontributionandtherewardoflabor,tocreateamorerelaxe
