I 中文摘要 A耐高温材料公司是一家经营耐高温材料的股份有限公司，目前是我国国内 最主要的功能耐高温材料和不定形耐高温材料生产企业之一。近年来，随着科技 和社会化生产的大发展，自由、活力的市场经济使人力资源流转加快，A耐高温 材料公司面临的核心技术人才的流失，已经对企业的发展带来了不良的重大影响。 A耐高温材料公司作为一家上市制造业公司，核心技术人才流失率居高不下，导致 了公司效益的严重损害，影响了企业的健康发展，所以，有效地解决核心技术员 工流失问题，已成为公司目前急需解决的问题。 本文依据Price-Mueller(2000)模型，结合在职员工问卷调查和流失员工访 谈法，对A耐高温材料公司核心技术人才流失的原因进行调查，并在获取实际数 据后，对流失原因进行进一步的分析。 通过研究发现造成员工大量流失的原因大概有以下几点：本行业的相关技术 人才稀缺、公司所在区域的地域认可度低、薪酬与福利缺乏竞争力、职业的发展空 间太小、培训体系不完善以及公司文化缺乏凝聚力。根据以上流失原因，该文提出 了六点应对策略：（一)加大公司对人才吸引的力度；(二)完善公司留人机制， 完善人才配套设施，提升人才服务的质量；并依靠政府扶持，留住公司核心技 术员工；（三）提升员工薪酬福利竞争力，强调薪酬的公平性，优化员工的薪 酬结构，丰富福利项目，健全绩效激励机制；（四）拓宽核心技术人才晋升渠 道，建立公司公平的晋升制度，做好员工职业发展规划，让核心技术员工在本 公司能实现自身的价值；（五）健全公司的培训体系，在培训之前加强员工前 期培训需求分析，并对培训课程内容进行精细化管理，重视培训师资队伍建设， 健全培训监督机制；（六）构建核心企业文化，公司文化要坚持以人为本，实 施并实现企业文化的创新。本文对A耐高温材料公司核心技术人才流失的现象进 行了深入的研究，并分析确定了影响核心技术人才流失的主要因素，对如何减 少员工流失问题提出了应对策略。同时对于以A耐高温材料公司为代表的我国耐 高温材料行业的技术人才培养、高学历人才引进以及促进行业的长期稳定发展 提供了参考依据。 关键词：耐高温材料公司，核心技术人才，人才流失，Price-Mueller(2000) 模型 II Abstract Abstract Arefractorymaterialcompanyisasharelimitedcompanyoperatinghigh temperaturerefractorymaterial,andiscurrentlyoneofthemostmajorfunctional refractorymaterialsynthesisamorphousrefractorymaterialproductionenterprises inChina.Inrecentyears,withthelargedevelopmentofscienceandtechnologyand socializationproduction,afreeandvigorousmarketeconomymakeshumanresource turnoverrapid,arefractorymaterialcompanyfacestheproblemofthelossoftalents, especiallythelossofcoretechnicaltalents,whichhascausedasignificantimpacton corporatedevelopment.Arefractorinesscompany,asalistedmanufacturingcompany, hasthehighrateofcoretechnologytalentlosswhichleadstoseveredamagetothe benefitsofthecompanyandaffectsthehealthdevelopmentofthecompany,therefore, howtoeffectivelycontrolthecoretechnologyemployeelosshasbecomeaproblem thatthecompanyneedstosolveurgently. BasedonPriceMueller's(2000)model,thispaperconsiderstheeffectof mediatingvariablesonemployeejobsatisfaction,organizationalcommitmentandjob searchopportunitiesfromenvironmental,individualandstructuralfactors,which ultimatelyaffectemployeeturnoverintention.Thecausesofcoretechnicaltalent turnoverinarefractorinesscompanywereinvestigatedusinganon-the-jobemployee questionnaireandemployeeattritioninterview,andthereasonsforattritionwere furtheranalyzedafterobtainingactualdata. Thereasonsforthesignificantlossofemployeesthroughtheresearcharepresumably asfollows:thescarcityofrelevanttechnicaltalentsintheindustry,thetoolow geographicalrecognitionoftheregionwherethecompanyisbased,thelackof competitivenessincompensationandwelfare,thetoosmallspaceforthedevelopment oftheprofession,theimperfecttrainingsystem,andthelackofcohesioninthe corporateculture.Inresponsetotheabovereasonsforattrition,thispaperproposesthe followingresponsestrategiesandrationalizationsuggestions:1.Toincreasethe company'seffortstoattracttalents.2.Toimprovethecompany'sretentionmechanism, improvethetalentssupportingfacilities,improvethequalityoftalentsservice,and III Abstract relyonthegovernmenttosupportandretainthecoretechnicalemployeesinthe company.3.Toimprovetheemployeecompensationandwelfarecompetitivenessand emphasizethefairnessofcompensation,optimizeemployee'scompensationstructure, enrichwelfareprograms,andsoundperformanceincentives;4.Tobroadenthe promotionchannelofcoretechnicaltalentsandestablishafairpromotionsystemin thecompany,doagoodjobdevelopmentplanforemployees,sothatcoretechnical employeescanachievetheirownvalueinthecompany;5.Tohaveasoundtraining system,andstrengthenthepreemployeetrainingneedsscorebeforetrainingAnalyze, andcarryoutafinemanagementofthecontentofthetrainingcurriculum,attach importancetothedevelopmentoftrainingfaculty,andsoundtrainingsupervision mechanisms;6.Toconstructthecoreenterpriseculture,thecompanyculturemust adheretothepersoncentered,implementandrealizeinnovationoftheenterprise culture.Thispaperexaminesthephenomenonofsignificantlossofcoretechnical talentsinahightemperatureresistantmaterialscompanyand,afteridentifyingthe maininfluencingfactorsofcoretechnicaltalentloss,offersasolutionforhowto reducetheturnoverphenomenon.Atthesametime,itprovidesareferencebasisfor thecultivationoftechnicaltalents,theintroductionofhigh-educationtalents,andthe promotionoflong-termstabledevelopmentoftheindustryinChina,representedbya hightemperatureresistantmaterialscompany. Keywords:refractorymaterialcompany;coretechnologyemployees;talentloss;Price Mueller(2000)model IV 目录 目录 中文摘要......................................................................................................I Abstract.......................................................................................................II 第一章绪论...............................................................................................1 第一节研究背景及意义.....................................................................................1 一、研究背景.....................................................................................................................1 二、研究意义.....................................................................................................................1 第二节研究方法与内容......................................................................................2 一、研究方法.....................................................................................................................2 二、研究内容.....................................................................................................................2 第三节研究过程..................................................................................................3 第二章国内外研究现状和理论基础.......................................................4 第一节国内外研究现状.....................................................................................4 一、国外文献综述.............................................................................................................4 二、国内研究现状.............................................................................................................4 第二节相关概念与理论梳理.............................................................................5 一、人才及核心技术概念.................................................................................................5 二、人才流动及人才流失.................................................................................................7 三、相关理论.....................................................................................................................9 四、人才流失模型...........................................................................................................12 第三章耐高温材料行业综述及A耐高温材料公司概述....................17 第一节耐高温材料行业综述............................................................................17 一、耐高温材料定义及分类...........................................................................................17 二、耐高温材料行业发展现状.......................................................................................17 三、耐高温材料行业人才现状分析...............................................................................20 第二节A耐