人才是实现民族振兴、赢得国际竞争主动权的战略资源。人才作为 人力资本的主要拥有者和主要载体，是决定企业竞争力的核心资源。要 实现国有企业发展目标，关键和根本在于人才。长期以来，人才流失问 题是影响国有企业发展壮大的突出问题之一。特别是近年来，东北地区 经济持续低迷，人才流失严重，严重地影响了国有企业的生产和经营， 影响了企业发展。本文以抚顺 ZM 建设集团为研究对象，通过调研收集 该集团人才流失的典型案例，依据人力资源管理的相关理论对这些案例 进行分析，找出导致 ZM 建设集团人才流失的原因，并结合该集团的实 际情况，提出有效减少和降低集团人才流失的对策建议，从而提高企业 管理水平，提高员工和企业工作绩效，提升企业的核心竞争力。 本文共分为五个部分，第一部分为绪论，阐述了论文的研究背景及 意义、国内外研究现状、研究内容及方法。第二部分为案例正文，该部 分首先简单介绍了 ZM 建设集团所属行业的背景、公司概况、员工结构， 然后详细地介绍了发生在 ZM 建设集团的四个具有代表性的人才流失案 例。第三部分为案例分析，该部分首先列举了与研究所需的相关概念与 相关理论，然后对 ZM 建设集团员工离职的管理问题进行了深入分析， 找出导致员工离职的具体原因。第四部分为对策建议，该部分主要是结 合 ZM 建设集团的实际情况，提出防止人才流失的对策建议，包括推行 人本管理、建立和完善员工职业生涯发展规划、建立公平合理的薪酬体 系、塑造良好的企业文化、建立人才流失的预防机制。第五部分为结论。 关键词，人才流失，激励，人本管理，企业文化，职业生涯管理辽宁石油化工大学硕士学位论文 III Case Study on Brain Drain of ZM Construction Group ABSTRACT Talents are strategic resources to realize national rejuvenation and win the initiative of international competition. As the main owner and carrier of human capital, talent is the core resource to determine the competitiveness of enterprises. In order to achieve the development goal of state-owned enterprises, the key and fundamental lies in talents. For a long time, brain drain has been one of the prominent problems affecting the development and growth of state-owned enterprises. Especially in recent years, the economy of Northeast China has been continuously depressed and the brain drain is serious, which has seriously affected the production and operation of state-owned enterprises and the development of enterprises. This paper takes Fushun ZM Construction Group as the research object, collects the typical cases of brain drain of this group through investigation, analyses these cases according to the relevant theories of human resources management, finds out the causes of brain drain of ZM Construction Group, and combines with the actual situation of this group, puts forward countermeasures and suggestions to effectively reduce and reduce brain drain of the group, so as to improve the management water of enterprise. Ping, improve the performance of employees and enterprises, enhance the core competitiveness of enterprises. This paper is divided into five parts: The first part is the introduction, which elaborates the research background and significance of the paper, the research status at home and abroad, the research content and methods. The second part is the main body of the case. Firstly, this part briefly introduces the background, company profile and employee structure of ZM Construction Group, and then introduces in detail four representative cases of brain drain happening in ZM Construction Group. The third part is a辽宁石油化工大学硕士学位论文 IV case study. Firstly, it lists the relevant concepts and related theories needed for research. Then it makes a deep analysis of the management of staff turnover in ZM Construction Group, and finds out the specific reasons leading to staff turnover. The fourth part is the countermeasures and suggestions. This part mainly combines the actual situation of ZM Construction Group, and puts forward the countermeasures and suggestions to prevent brain drain, including the implementation of human-based management, the establishment and improvement of career development planning of employees, the establishment of a fair and reasonable salary system, the shaping of a good corporate culture, and the establishment of the prevention mechanism of brain drain. The fifth part is the conclusion. KEYWORDS: brain drain, motivation, humanistic management theory, corporate culture theory, career management辽宁石油化工大学硕士学位论文 V 目 录 1 绪论....................................................................................................................................1 1.1 研究背景及意义..........................................................................................................1 1.1.1 研究背景..............................................................................................................1 1.1.2 研究意义..............................................................................................................2 1.2 国内外研究现状.........................................................................................................2 1.2.1 国外研究现状......................................................................................................2 1.2.2 国内研究现状......................................................................................................3 1.3 研究内容及方法..........................................................................................................5 1.3.1 研究内容及框架..................................................................................................5 1.3.2 研究方法..............................................................................................................6 2 案例正文............................................................................................................................6 2.1 ZM 建设集团简介.......................................................................................................6 2.1.1 集团概况..............................................................................................................6 2.1.2 集团发展的行业背景..........................................................................................7 2.1.3 集团员工结构......................................................................................................8 2.1.4 集团人才流失现状..............................................................................................8 2.2 ZM 建设集团管理问题描述.......................................................................................9 2.2.1 员工甲的离职......................................................................................................9 2.2.2 员工乙的离职....................................................................................................10 2.2.3 员工丙的离职....................................................................................................10 2.2.4 员工丁的离职....................................................................................................11 3 案例分析..........................................................................................................................13 3.1 理论依据...................................................................................................................13 3.1.1 员工流失的概念................................................................................................13 3.1.2 员工流失的基本模型........................................................................................13 3.1.3 相关激励理论....................................................................................................16 3.1.4 人本管理理论....................................................................................................17 3.1.5 职业生涯管理理论............................................................................................17辽宁石油化工大学硕士学位论文 VI 3.1.6 薪酬理论............................................................................................................18 3.1.7 企业文化理论....................................................................................................18 3.2 ZM 建设集团人才流失原因分析.......