员工是企业提升竞争力，实现企业经营目标的重要影响因素。在企业间的竞 争当中，哪一家企业能够保持有对员工的吸引力，能够有效地应用优秀员工，留 存员工，便能够在市场竞争当中取得经营发展的主动权。因此，在当前的社会经 济发展中可以发现，无论是国营企业还是民营企业都展示出了极为巨大的员工需 求。而在企业的组成当中，跨国企业作为一种特殊的企业模式，由外资在当地注 资进行经营，其员工需求更加显得突出。在本文的研究中在本文的研究中，主要 是通过对老挝跨国企业H企业为研究对象，选择了对H企业进行实地调查，以 从具体企业的角度来深入地分析当前老挝跨国企业的员工流失问题。在通过实际 的调查研究发现，薪酬福利制度不完善、职业发展培养机制缺失、缺乏全面的激 励制度与忽视个人价值的满足等方面的原因对于H企业的主要员工流失的影响 最为突出。当薪酬福利、职业晋升等职业发展需求得不到满足的时候，员工的流 失也是在所难免的。对于H企业而言，要及时地对当前的人事管理制度进行改 革，才能够有效地避免因为大量的员工流失所带来的负面影响。因此，在本文的 研究中，针对当前H企业的员工流失问题，可以从建立科学的薪酬福利体系、 重视职业晋升与培养机制、建立完善的激励制度与重视个体的价值实现。通过切 入到员工的生存与发展需求中，以提高员工对于企业的认同感、归属感与满意度， 最终解决员工流失问题。 关键词：人力资源管理；跨国企业；员工流失；防范 II Abstract Employees are an important factor influencing enterprises to enhance their competitiveness and achieve their business goals. In the competition among enterprises, which company can maintain the attraction of talents, can effectively apply excellent talents, retain talents, and be able to obtain the initiative of business development in the market competition. Therefore, in the current social and economic development, it can be found that both state-owned enterprises and private enterprises have shown extremely huge talent demand. In the composition of enterprises, multinational corporations, as a special enterprise model, are operated by foreign capital in local capital, and their talent demand is even more prominent. In the research of this paper, mainly through the investigation of H enterprises in Laos multinational enterprises, the field investigation of H enterprises was selected to analyze the brain drain of current multinational enterprises in Laos from the perspective of specific enterprises. problem. Through actual investigation and research, it is found that the reasons such as imperfect salary and welfare system, lack of professional development training mechanism, lack of comprehensive incentive system and neglect of personal value satisfaction have the most prominent impact on the main brain drain of H enterprises. When the career development needs such as salary and welfare, career advancement, etc. are not met, the loss of talent is also inevitable. For H companies, it is necessary to reform the current personnel management system in a timely manner to effectively avoid the negative impact caused by a large number of brain drain. Therefore, in the research of this paper, in view of the current brain drain problem of H enterprises, we can establish a scientific salary and welfare system, attach importance to career promotion and training mechanism, establish a sound incentive system and pay attention to individual value realization. By cutting into the survival and development needs of talents, we will improve the sense of identity, belonging and satisfaction of talents to enterprises, and finally solve the problem of brain drain.…… Key words: Human resource management; multinational corporations; brain III drain; prevention IV 目 录 摘要 ............................................................................................................................. I ABSTRACT .................................................................................................................. II 目 录 .......................................................................................................................... IV 1 绪论 .......................................................................................................................... 1 1.1 研究背景与意义 ........................................................................................................................... 1 1.1.1 研究背景 ............................................................................................................................... 1 1.1.2 研究意义 ............................................................................................................................... 3 1.2 研究内容方法 ............................................................................................................................... 5 1.2.1 研究内容 ............................................................................................................................... 5 1.2.2 研究方法 ............................................................................................................................... 6 1.3 研究创新点 ................................................................................................................................... 6 2 概念界定与文献研究 .............................................................................................. 8 2.1 概念界定 ....................................................................................................................................... 8 2.1.1 员工流动 ............................................................................................................................... 8 2.1.2 员工流失 ............................................................................................................................... 9 2.2 相关理论 ....................................................................................................................................... 9 2.2.1 职业发展理论 ....................................................................................................................... 9 2.2.2 职业锚理论 .......................................................................................................................... 10 2.2.3 员工模型 ............................................................................................................................. 11 2.2.4 双因素理论 ......................................................................................................................... 12 2.2 文献研究 ..................................................................................................................................... 12 2.2.1 员工的理论基础研究 ......................................................................................................... 13 2.2.2 员工的外部影响因素研究 ................................................................................................. 14 2.2.3 员工的内部影响因素研究 ................................................................................................. 15 3 H企业的员工流失概况 ........................................................................................ 17 3.1 H企业的经营发展概况 .............................................................................................................. 17 3.2 H企业的员工流失现状 .............................................................................................................. 18 3.2.2 H 企业员工流失的年龄差异 .............................................................................................. 19 V 3.2.5 H 企业员工流失的流动趋势 .............................................................................................. 22 3.3 H企业的员工流失问题调查研究 .............................................................................................. 23 3.3.2 职业发展培养问题 ............................................................................................................. 25 3.3.3 激励制度问题 ...................................................................................................................... 27 3.3.4 个人价值问题 ..........................................................