摘要:随着时代的发展,人力资源己经成为企业最宝贵的资源。而另一
方面,人才的流动越来越频繁,企业人才流失的现象日趋严重,特别是
在传统制造加工业,人才流失现象已经幵始阻碍企业的可持续发展。株
洲硬质合金集团(简称株硬集团)作为国家“一五”期间建设的156项重
点工程之一,拥有雄厚的资金基础和发展潜力,然而与之不相匹配的是
人才流失问题日渐突出。因此,深入研究人才流失的现状及原因显得格
外重要。
本文以人力资源理论为基础,深入探讨了株硬集团人才现状,针对
人才流失问题提出相应的解决方法。为了探寻株硬集团人才流动性和人
才流失情况,本文在株硬集团内部进行了一次工作满意度和离职原因的
问卷调查。通过对106名现有职工和已离职员工的调查,了解他们对公
司的薪酬、培训和晋升体系的满意情况,以及其离职的主要原因。根据
调查结果,并结合国内外对人才流失的相关模型,如普莱斯模型,我们
将株硬集团人才流失的影响因素分为3大类。其中,个人因素主要包括
年龄,性格,身体状况等;企业相关因素包括薪酬水平,培训体系,职
位设计,领导激励和企业文化等;环境因素包括行业前景和地理位置等。
这其中,企业相关因素是最重要的影响人才流失的原因。
根据株硬集团人才流失的原因,相应地提出了株硬集团人才流失问
题的解决对策。本文认为,企业在有效控制人才流失问题时,应从3
个原则——树立正确的离职观念,明确以人为本的管理理念和构建以
“法”治理的管理体系出发,从6个方面——薪酬、激励、培训、工作职
责、职业规划、企业文化体系设计来作出战略和政策调整。通过这些方
面的优化设计,株硬集团能够将人才的流失降低到最低限度,维持一个
合理的人才流动比率。
关键词:株硬集团,人才流动理论,人才流失
分类号:
The Research of Zhuzhou Cemented Carbide Group Brain Drain
Issue and Strategies
Abstract: With the development of economic, human resource has become
the most valuable resources. However, the flow of talent is becoming more
frequent and the corporate brain drain phenomenon is becoming more
serious, especially in traditional manufacturing industry, the brain drain
phenomenon has begun to hinder the sustainable development of enterprises.
Zhuzhou Cemented Carbide Group (referred to as ZCCG) as one of the 156
most important projects during First Five , with a solid capital base and
development potential, has suffer from serious brain drain. Therefore, a
in-depth study of current situation and the reasons of brain drain is of great
importance..
Based on the theory of human resources, this study discussed the
current situation of ZCCG and propose the appropriate solution for the
problem of brain drain. We carried out a survey about job satisfaction and
reasons for departure. For existing staff, remuneration, training and
promotion satisfaction survey, for former employees, the survey so that the
main reason for leaving. According to the survey results, combined with
domestic and international brain drain model, such as the Price model, we
will be the impact factors of brain drain is divided into three categories.
Personal factors including age, personality, physical condition ;
business-related factors, including salary levels, training systems, job
design, leadership, incentives and corporate culture; environmental factors,
including the prospect of the industry and geographical location.
Based on the reasons for the brain drain problem of ZCCG, this article
proposed countermeasures to solve the brain drain problem, which mainly
include two aspects. First is the principle to effectively control the brain
drain problem, including establish a correct concept of dismission, clear the
management philosophy of people-oriented and build management system
of governance to the law. On the other hand, commence from the specific
method to solve the brain drain problem, including pay system planning,
training system planning, occupation planning, profession career planning,
hi
incentive system planning and create a unique corporate culture.
KEY WORDS Zhuzhou Cemented Carbide Group ; Talent Flow
Theory; Brain Drain Classification:
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