I 摘要 21 世纪的竞争归根到底是人才的竞争。人才已成为公司竞争力的源泉。 但是，由于企业、个人和社会等相关因素的影响，企业的人才流失严重。企 业人才流失现象普遍存在，不论是我国的中小企业、大型国有企业还是国外 的企业，都会面临这一问题。本文试图从企业内部、社会和员工的角度分析 人才流失的原因。结合中国财富 500 强企业人才流失问题的案例分析，我们 找出了公司人才流失的具体原因。并有针对性地从招聘环节、合理用人、人 才培养、留人方式这四个方面采取相应的对策进行深入的探讨，致力于有效 降低人才流失率，降低人力资源成本，从而为企业的经营和发展做出贡献。 文章的重点在于提出了一套针对人才流失问题的解决方案：做好招聘工作， 从源头防范人才流失；进一步建立健全用人机制；培养人才，将人才发展与 企业发展相结合；加强制度和文化建设，留住人才。最后，对本文的主要内 容和观点做了总结，并对本研究的重要意义、前景和不足之处进行了简要的 说明。 关键词：JT 集团；人才流失；原因；对策Abstract II ABSTRACT Competition in the 21st century comes down to talents. Talents has become the source of the company's competitiveness. However, due to the influence of relevant factors such as enterprises, individuals and society, the brain drain of enterprises is serious. The phenomenon of brain drain in enterprises is widespread. Whether it is China's small and medium-sized enterprises, large state-owned enterprises or foreign enterprises, they will face this problem.This paper attempts to analyze the causes of brain drain from the perspective of internal, social and employee. Combined with the case analysis of the brain drain problem of China's Fortune 500 companies, we identified the specific reasons for the company's brain drain.And in-depth discussion from the four aspects including recruitment part, rational use of personnel, personnel training, and retention methods. Committed to effectively reducing the rate of brain drain and reducing the cost of human resources, thereby contributing to the operation and development of the company.The focus of the article is to propose a solution to the problem of brain drain, that is, to do a good job in recruiting so as to prevent brain drain from the source; to further establish and improve the employment mechanism; to cultivate talents and combine talent development with enterprise development; to strengthen institutional and cultural development in order to retain talent. Finally, the main contents and viewpoints of this paper are summarized, and the significance, prospects and inadequacies of this research are briefly explained in this paper. Key words: JT group; Brain drain; Reasons; Countermeasures目录 III 目 录 第 1 章 绪论 ........................................................1 1.1 研究背景 ...................................................1 1.2 研究意义与目的 .............................................1 1.2.1 理论意义 .............................................1 1.2.2 现实意义 .............................................2 1.2.3 研究目的 .............................................3 1.3 研究设计 ....................................................3 1.3.1 研究思路与技术路线 ...................................3 1.3.2 研究内容 .............................................4 1.3.3 研究方法 .............................................4 1.3.4 创新之处 .............................................5 第 2 章 相关理论及研究综述 ..........................................7 2.1 概念界定 ...................................................7 2.1.1 青年人才 .............................................7 2.1.2 工作压力 .............................................8 2.1.3 人才流失 ............................................10 2.2 相关理论 ...................................................10 2.2.1 匹配理论 ............................................10 2.2.2 心理契约理论 ........................................12 2.3 国内外研究综述 ............................................13 第 3 章 JT 集团人力资源现状.........................................16 3.1 JT 集团介绍 ................................................16 3.1.1 集团战略规划 ........................................16 3.1.2 人力资源管理 ........................................17 3.1.3 企业文化 ............................................18 3.2 JT 集团员工基本状况 ........................................19目录 IV 3.2.1 员工年龄趋于老化 ....................................19 3.2.2 员工学历偏低 ........................................19 3.2.3 员工综合素质不高 ....................................20 3.2.4 员工队伍稳定性不高 ..................................20 3.3 JT 集团青年人才流失调查 ...................................21 3.3.1 调查方法 ............................................21 3.3.2 调查内容 ............................................21 3.3.3 调查结论 ............................................22 3.4 JT 集团青年人才流失状况 ....................................23 3.4.1 青年人才流失率分析 ..................................23 3.4.2 青年人才流失特点分析 ................................25 第 4 章 JT 集团青年人才流失的原因分析...............................26 4.1 企业外部因素分析 ..........................................26 4.1.1 社会经济环境 ........................................26 4.1.2 劳动力市场状况 ......................................26 4.1.3 外部就业机会 ........................................27 4.2 企业内部因素分析 ...........................................27 4.2.1 地理位置 ............................................27 4.2.2 工作环境 ............................................28 4.2.3 体制状况 ............................................28 4.2.4 员工激励机制 ........................................28 4.3 青年人才的自身因素分析 ....................................28 4.3.1 青年人才个体特征 ....................................29 4.3.2 青年人才的工作成就感 ................................29 4.3.3 青年人才与企业的匹配度 ..............................29 第 5 章 JT 集团防止青年人才流失的对策...............................30 5.1 完善人才引进体系 ..........................................30 5.1.1 拓展人才招聘渠道 ....................................30 5.1.2 完善人才结构 ........................................30目录 V 5.2 做好青年人才职业生涯规划 ..................................31 5.2.1 提升青年人才综合素质 ................................31 5.2.2 加强青年人才管理 ....................................31 5.3 建立科学的激励制度 .........................................32 5.3.1 薪酬激励 ............................................32 5.3.2 事业激励 ............................................34 5.3.3 感情激励 ............................................34 5.4 构建和谐稳定的劳动关系 .....................................35 5.4.1 提高青年人才工作满意度 ..............................35 5.4.2 加强企业文化建设 ....................................36 5.4.3 共享企业发展成果 ....................................36 第 6 章 结论与展望 .................................................39 6.1 结论 ......................................................39 6.2 展望 ......................................................40 致 谢 ............................................................41