人才是企业的根本，也是企业发展的“第一核心”，企业存在和发展的前提条件 是拥有大量的优秀人才，同样人才的流失也会给企业带来非常大的损失和危害，直接 影响企业的发展步伐。随着中国经济的快速发展，新兴行业的迅速崛起，各行各业对 人才的需求和竞争日益激烈。考核一个企业可持续发展最重要的因素之一就是人才的 选用育留的机制。 本文以公平理论及其他人才流失理论为相关理论指导，采用访谈和问卷调查法， 对 TLD 公司上海子公司人才流失的原因进行深入地探讨并针对性地提出了解决的方 案。根据公司目前的实际情况和预算，首先从公司最为迫切且不合理的薪酬体系去调 整，基于公平理论的指导，建立目前最适合 TLD 公司的薪酬体系。相对公平的薪酬 体系的建立离不开合理的绩效体系，因此本文根据公司的情况，通过大量的收集资料， 公司自上而下的商讨，最终确认的公司员工认可的有激励性的绩效薪酬体系。TLD 公司上海子公司的人才流失对策研究，这是一个系统工程，公司根据短期、中期、长 期的目标分阶段的解决公司人才流失的问题，此目标中不仅从薪酬和绩效方面建立合 理的体系，还要从源头招聘上就把握选拔最适合的员工。通过培训体系的建立，员工 职业生涯的规划以及人才梯队建设，从而长期的培养人才，这些都是公司持续需要做 的重要工作。 本文研究的结论能够为 TLD 公司上海子公司从管理角度去发现问题，分析原因， 进而逐步解决公司存在的问题，改善目前公司的人力资源和公司整体的管理现状。 TLD 公司上海子公司，通过对整体的薪酬和绩效体系的建立，不仅从根源上解决 TLD 公司上海子公司居高不下的人才流失率问题，还能给整个 TLD 公司其他子公司，乃 至新能源充电桩，这个行业提供借鉴，为企业乃至整个行业的人才队伍稳定和人才在 这个新兴行业做好职业规划提供帮助。 关键词，新能源充电桩；人才流失；人才保留对策；公平理论III Abstract Talent is the foundation of the enterprise and the “first core” of enterprise development. The precondition for the existence and development of the enterprise is to have a large number of outstanding talents. At the same time the loss of the talent will also bring great harm to the enterprise and affect the development of the enterprise. With the rapid development of China's economy and the rapid rise of emerging industries, the competition for talent has become increasingly fierce. One of the most important factors in assessing the sustainable development of a company is the mechanism for the selection and retention of talents. This article uses the theory of fairness and other brain drain theories to guide the relevant theories. Interviews and questionnaire surveys are used to deeply discuss the causes of the brain drain of TLD companies and propose solutions to them. According to the company's current situation and budget, first of all from the company's most unreasonable salary system to adjust, based on the fair theory to establish the most suitable TLD company's salary system. The establishment of performance-based compensation cannot be separated from a reasonable performance system. Therefore, according to the company's situation, through a large amount of data collection, the company negotiates from top to bottom, and ultimately recognizes the incentive performance system recognized by the company's employees. Through the establishment of the training system, the planning of the employees' career and the construction of the talent echelon, the long-term training of talents is the important work that the company needs to do. The conclusion of this paper can help TLD Shanghai subsidiary to find out the problems from the management point of view, analyze the reasons, and then gradually solve the problems of the company, improve the current human resources and the overall management situation of the company. TLD Shanghai Subsidiary Company, through the establishment of the overall compensation and performance system, not only can solve the problem of TLD Shanghai Subsidiary Company from the root, but also can give the whole TLD other subsidiaries, and even new energy charging pile, this industry providesIV reference for the enterprise and even the entire industry, the stability of the talent team and talent here. A new industry can help in career planning. Keywords，New Energy Charging Pile Industry; Brain Drain; Talent Retention Strategy; Fairness Theory目录 致谢 ....................................................................................................................................... I 摘要 ......................................................................................................................................II Abstract.............................................................................................................................. III 第 1 章 绪论 .........................................................................................................................1 1.1 研究背景 ......................................................................................................................... 1 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..........................................................................................................4 1.3 研究的目的和意义 ......................................................................................................... 7 1.3.1 研究目的..................................................................................................................7 1.3.2 研究意义...................................................................................................................8 1.4 研究内容和方法 ............................................................................................................ 8 1.4.1 研究内容..................................................................................................................8 1.4.2 研究方法...................................................................................................................9 1.5 本文创新点 .................................................................................................................. 10 第 2 章 相关理论基础 .......................................................................................................11 2.1 公平理论 ...................................................................................................................... 11 2.1.1 公平理论的理论概述.............................................................................................11 2.1.2 公平理论的分类....................................................................................................12 2.1.3 公平理论的应用....................................................................................................13 2.2 人才流失的其他相关理论 .......................................................................................... 16 第 3 章 TLD 公司上海子公司的概况及其人才流失现状..............................................18 3.1 TLD 公司上海子公司的简介 ...................................................................................... 18 3.1.1 TLD 公司上海子公司所在行业概况 ....................................................................18 3.1.2 TLD 公司上海子公司概况 ....................................................................................19 3.2 TLD 公司上海子公司的员工流失现状 ...................................................................... 20第 1 章 绪论 26 3.3 TLD 公司上海子公司员工流失的影响 ...................................................................... 22 3.3.1 人力资源人力重置成本的增加............................................................................22 3.3.2 对公司业务的影响................................................................................................23 3.3.3 对其他员工的影响.................................................................................................24 3.3.4 对企业文化的影响.................................................................................................25 第 4 章 TLD 公司上海子