知识经济时代，企业日益依赖通过知识和能力来获取和维持竞争优势，核心 员工作为企业重要知识和技能的关键拥有者，在整个价值创造过程中的边际贡献 相对较大，对企业的经营成败和持续发展具有不可替代的作用。因此，做好核心 员工的激励工作，使其保持较高的积极性和忠诚度，实现组织期待的工作绩效， 是管理工作的重中之重。然而，实践中由于诸多因素的影响，企业的核心员工队 伍常常缺乏必要的稳定性，甚至出现严重的流失，对于企业的稳定发展有较大的 负面影响，在竞争环境日益激烈的背景下尤其如此，这成为企业管理尤其是人力 资源管理实践中亟待解决的课题。 实际上，核心员工流失问题在科技型企业中表现的更为突出。基于此种现实背 景，本文以 ZD 公司为案例样本对企业核心员工的流失问题进行系统研究。ZD 公 司是一家为电商企业提供平台建设服务的科技型企业，近年来核心员工流失情况 比较严重，且流失人员中以管理者比例最大、技术骨干及其他核心员工比例稍低， 给企业的健康运营带来严重的困扰。本文在对相关理论和研究工作进行梳理的基 础上，结合对离职员工问卷调查所采集的信息展开深层分析，发现造成 ZD 公司核 心员工流失的现实原因是多方面的，外部环境、企业自身与员工个人等多方面因 素共同导致了核心员工流失严重。 针对 ZD 公司这一现状，解决之道在于针对复杂的企业内外部因素以及多元的 核心员工诉求，科学合理地设计管理与激励方案。本文提出通过企业内部人力资 源管理职能转变、强化员工获取以及做好心理和精神关怀等解决 ZD 公司的核心员 工流失问题，并从制度、组织、领导与员工等四个层面对实施保障做了建议。 鉴于内外环境因素以及核心员工的诉求相对复杂，且问卷调查仅覆盖离职员 工，因而对 ZD 公司核心员工流失问题所做的探讨难免会存在疏漏与不足，后期会 通过对在职员工进行研究，以完善样本，加深对问题的理解和认知来予以改进。 关键词：核心员工；流失；激励I ABSTRACT In the era of knowledge economy,enterprises are increasing relying on knowledge and ability to acquire and maintain competitive advantage. As the key owner of important knowledge and skills of the enterprise,the core employees have a relatively large marginal contribution in the whole processof value creation,and make an irreplaceable role of the success or failure or the sustainable development of the enterprise.Therefore,it is the top priority of management to do the incentive work of core employees to maintain high enthusiasm and loyalty and achieve the performance expected by the organization.However,due to the influence of many factors in practice,the core staff of the company often lacks the necessary stability and even serious loss, which has a negative impact on the stable development of the enterprise,especially in the context of increasingly fierce competitive environment. This has become an urgent issue in enterprise management, especially in human resource management practices. In fact, the core employee turnover problem is more prominent in technology-based enterprises.Based on this realistic background,this paper uses ZD company as a case study to systematically study the loss of core employees. ZD company is a technology-based enterprise that provides platform construction services for e-commerce companies. In recent years,core employee turnover has been more serious, and the proportion of managers with the largest number of managers, technical backbone and other core employees is slightly lower, causing serious problems of the company health. Based on the analysis of relevant theories and research work, this paper combines the information collected form the questionnaire survey of the departing employees to find out the actual reasons for the loss of the core employees of ZD company company. The reasons are the external environment, the enterprise itself and the employees.The combination of such factors has led to a serious loss of core employees. For the current situation of ZD company company, the solution lies in the scientific and rational design of management and incentive programs for complex internal and external factors of enterprises and diverse core employee demands. This paper proposes to solve the problem of ZD company company’s core employee turnover through the transformation of internal human resource management functions,strengthening employee acquisition and psychological and spiritual care, and makes recommendations from four levels:system,organization, leadership and employees. In view of the internal and external environmental factors and the relatively complex demands of core employees, and the questionnaire survey only covers the employees who leave the company, it is inevitable that there will be omissions and deficiencies in the discusstion of the loss of core employees of ZD company. Later,II through the research on the in-service employees, I hope to improve the problem by deepening the understanding of the problem. Key words:core employees；turnover；incentive1 目 录 第一章 绪论...............................................................................................1 第一节 选题背景与意义........................................................................................1 一、理论意义.....................................................................................................1 二、现实意义.....................................................................................................2 第二节 国内外研究现状........................................................................................2 一、国内研究现状.............................................................................................2 二、国外研究现状.............................................................................................5 第三节 研究思路及方法........................................................................................6 一、研究思路.....................................................................................................6 二、研究方法.....................................................................................................7 第二章 员工流失相关理论.......................................................................9 第一节 员工流失内涵与分类................................................................................9 第二节 核心员工的内涵与特点..........................................................................10 一、核心员工的界定.......................................................................................10 二、核心员工的特征.......................................................................................10 三、核心员工的重要性...................................................................................11 第三节 激励理论..................................................................................................11 第三章 ZD 公司基本情况与核心员工流失现状..................................14 第一节 ZD 公司的基本情况................................................................................14 第二节 ZD 公司的组织架构及员工队伍............................................................14 第三节 ZD 公司核心员工流失现状....................................................................15 一、ZD 公司核心员工界定.............................................................................15 二、ZD 公司核心员工流失情况.....................................................................16 第四章 ZD 公司核心员工流失原因 ......................................................18 第一节 问卷设计与调查实施..............................................................................18 第二节 ZD 公司核心员工流失的原因分析........................................................18 一、外部环境原因...........................................................................................18二、企业内部原因...........................................................................................20 三、员工个人原因...........................................................................................24 第五章 ZD 公司核心员工流失问题对策与实施保障..........................26 第一节 ZD 公司核心员工流失问题的对策建议................................................26 一、注重公司内部人力资源管理职能转变...................................................26 二、强化外部员工招聘与