伴随经济社会的发展进步，各类企业竞争优势的来源逐渐由密集人力资源向专 项技术人力资源革新，在企业的生命周期中，技术人员的占比占据主导地位。但同 时，新的制约企业发展的严重问题逐渐显露——技术型人力资源的流失。技术人员 的不可控离职，不仅会造成组织技术人力空缺，增加人力资源重置成本，也会影响 组织氛围，导致人心不稳引发多米诺骨牌式流失，继而损坏公司整体形象和声誉。 所以，当前形势下大型企业力资源管理的重要研究方向逐渐转向控制技术人员流 失。本文以HL坑口发电公司为对象，研究其在生产管理过程中出现的技术人员流 失问题。 论文在描述HL坑口发电公司概况和相关人力资源管理现状的基础上，发现HL 坑口发电公司的技术人员流失呈现年轻化和高学历的特点，而且团队化流失、异地 就职人员流失趋势明显。由此综合运用需求层次理论、公平理论、心理契约和期望 理论分析该公司技术人员流失的原因，造成技术人员流失的主要原因包括以下四 点：一是招聘招聘流程不够科学严谨；二是薪酬待遇体系不合理；三是技术人员职 业生涯管理缺失；四是企业文化建设不够全面。在此基础上，结合当前公司的发展 需要，提出强化技术人员选拔与任用机制、建立公平合理的薪酬管理体系、完善技 术人员职业生涯管理、建立以人为本的企业文化等管理建议。希望本文提出的建议 可以缓解、改善HL坑口发电公司技术人员流失现状，并对同类企业人力资源管理 有所启示。 关键词：发电公司 技术人员 人员流失 II ABSTRACT With the development and progress of economy and society, the sources of competitive advantages of all kinds of enterprises gradually transform from intensive human resources to specialized technical human resources. In the life cycle of enterprises, the proportion of technical personnel occupies a dominant position. At the same time, the new serious problem about restricting the development of the enterprise is gradually revealed -- the turnover of technical personnel resources. The uncontrolled turnover of technical employees will not only lead to the vacancy of technical personnel in the organization and increase the replacement cost of personnel resources, but also affect the organizational atmosphere, leading to the unstable emotions of employees and cause a massive turnover loss, which will damage the overall image and reputation of the organization. Therefore, in the current situation, the important research direction of resource management in large enterprises is gradually turning to control the turnover of technical employees. This essay focuses on the turnover of technical employees in HL Pithead Power Company during the process of management. On the basis of describing the general situation of HL Pithead Power Generation Company and the current status of human resources management,this essay found that the turnover of technical employees of the company are characterized by younger age and higher education, and they trend to team loss and the loss of employees to other companies obviously. Therefore, the reasons for the turnover of technical employees in this company are comprehensive use of the hierarchy of needs theory, equity theory, psychological contract and expectation theory. The main reasons for the turnover of technical employees include the following four aspects: First, Recruitment process is not scientific and rigorous; Second, the compensation system is unreasonable; Third, the technical employees career management is not clear; Fourth, the enterprise culture construction is not comprehensive enough. Moreover, combined the current development needs of HL Pithead Power Company, this essay puts the following suggestions: strengthening the selection and appointment system of technical personnel, establishing a fair and reasonable salary management system, improving the career management of technical employees, and establishing a people-oriented corporate culture. III It is hoped that the suggestions can alleviate and improve the current situation of the turnover of technical employees in HL Pithead Power Company.Hope to have enlightenment to human resource management of similar enterprises. Key Words: Power company Technical personnel Staff turnover IV 目 录 摘要 ............................................................................................................................ I ABSTRACT .................................................................................................................... II 绪论 ............................................................................................................................ 1 0.1 研究背景与研究意义 ................................................................................... 1 0.1.1 研究背景 ............................................................................................ 1 0.1.2 研究意义 ............................................................................................ 1 0.2 研究综述...................................................................................................... 2 0.2.1 国外研究综述 .................................................................................... 2 0.2.2 国内研究综述 .................................................................................... 3 0.3 研究内容与研究方法 ................................................................................... 4 0.3.1 研究内容 ............................................................................................ 4 0.3.2 研究方法 ............................................................................................ 4 1 相关概念及理论基础............................................................................................. 6 1.1 相关概念界定 .............................................................................................. 6 1.1.1 技术人员 ............................................................................................ 6 1.1.2 技术人员流失 .................................................................................... 6 1.2 相关基本理论 .............................................................................................. 6 1.2.1 需求层次理论 .................................................................................... 6 1.2.2 公平理论 ............................................................................................ 7 1.2.3 心理契约理论 .................................................................................... 8 1.2.4 期望理论 ............................................................................................ 9 2 HL坑口发电公司技术人员流失现状 ................................................................... 10 2.1 公司简介.................................................................................................... 10 2.2 公司组织结构与技术人员概况 .................................................................. 10 2.2.1 公司组织结构 .................................................................................. 10 2.2.2 技术人员概况 .................................................................................. 11 V 2.3 公司技术人员流失情况及影响 .................................................................. 13 2.3.1 技术人员流失概况 ........................................................................... 13 2.3.2 技术人员流失特点 ........................................................................... 14 2.3.3 技术人员流失对企业的影响 ............................................................ 15 3 HL坑口发电公司技术人员流失成因分析............................................................ 18 3.1 招聘流程不够科学严谨 ............................................................................. 18 3.2 薪酬待遇体系不合理 ................................................................................. 19 3.3 技术人员职业生涯管理缺失...................................................................... 20 3.4 企业文化建设不够全面 ............................................................................. 22 4 HL坑口发电公司技术人员流失的对策 ............................................................... 25 4.1 优化技术人员招聘管理 ............................................................................. 25 4.2 建立公平合理的薪