I 摘要 近年来，随着社会的发展，经济环境的变化非常大，企业数量增加迅速，企 业间竞争加剧，企业的生存压力日益增加，中小企业发展道路异常艰难。企业间 的竞争已经不再是规模的竞争，而成为了人才的竞争，企业的生存与人才之间的 关系越来越大。伴随着企业的发展，企业员工的流失率越来越高，员工流失问题 愈演愈烈。对于一些高新技术企业而言，企业竞争的根本在于创新程度的高低， 而企业的创新程度在于人才所占的比重，而人才主要由知识型员工构成，由此看 来，知识型员工是企业发展的源泉所在。但是让企业担心的是，知识型员工的流 失率增速明显，与前几年相比，成几何倍数增长。企业的知识型员工的稳定性、 团队核心竞争力以及企业的相关运营成本等都伴随着企业知识型员工的高流失 率而受到影响，长此以往下去，企业必将会因为无法实现稳定而影响发展，从而 逐步被淘汰。 本文以CG公司研究对象，通过文献分析法、实地调研访谈法以及理论结合 实践的方法，参考国内外相关学者的研究成果，对CG公司知识型员工流失问题 进行深入的研究。本文在归纳总结国内外其他学者的研究基础上，结合CG公司 实际情况，对相关概念进行了重新界定，同时通过分析公司的人力资源现状，总 结出企业知识型员工流失的特点，分析出企业知识型员工流失的原因，提出了构 建合理的薪酬福利体系、建立良好的企业文化、提供以职业发展为导向的培训等 措施，希望提高企业员工的忠诚度，防止人员流失，加强中小型高新技术企业的 竞争力，从而实现长足发展，以期望为中小型高新技术企业留住知识型员工提供 一些参考意见。 关键词：人才；高新技术企业；知识型员工；员工流失 Abstract II Abstract Inrecentyears,withthedevelopmentofsociety,theeconomicenvironment changesgreatly,thenumberofenterprisesincreasesrapidly,thecompetitionamong enterprisesintensifies,thesurvivalpressureofenterprisesincreasesdaybyday,and thedevelopmentpathofsmallandmedium-sizedenterprisesisextremelydifficult. Thecompetitionbetweenenterprisesisnolongerthecompetitionofscale,butthe competitionoftalents.Therelationshipbetweenthesurvivalofenterprisesandtalents isgrowing.Withthedevelopmentofenterprises,theturnoverrateofemployeesis gettinghigherandhigher,andtheproblemofemployeeturnoverisbecomingmore andmoreserious.Forsomehigh-techenterprises,theessenceofenterprise competitionliesinthelevelofinnovation,andtheinnovationlevelofenterpriseslies intheproportionoftalents,andtalentsaremainlycomposedofknowledge-based employees.Therefore,knowledge-basedemployeesarethesourceofenterprise development.However,whatworriesenterprisesisthattheturnoverrateof knowledge-basedemployeeshasincreasedsignificantly,whichhasincreased geometricallycomparedwithpreviousyears.Thestabilityofknowledge-based employees,thecorecompetitivenessoftheteamandtherelatedoperatingcostsof enterprisesareaffectedbythehighturnoverrateofknowledge-basedemployees.In thelongrun,enterpriseswillbegraduallyeliminatedbecausetheycannotachieve stabilityandaffectdevelopment. Inthispaper,CGcompanyresearchobject,throughliteratureanalysis,field researchandinterviews,aswellasthemethodofcombiningtheorywithpractice, referencetotheresearchresultsofdomesticandforeignscholars,in-depthresearch onthelossofknowledgeworkersinCGcompany.Onthebasisofsummarizingthe researchofotherscholarsathomeandabroad,combinedwiththeactualsituationof CGcompany,thispaperredefinestherelevantconcepts.Atthesametime,throughthe analysisofthecurrentsituationofhumanresourcesofthecompany,itsummarizesthe characteristicsofthelossofenterpriseknowledgeworkers,analyzesthereasonsfor thelossofenterpriseknowledgeworkers,andputsforwardtheconstructionofa reasonablesalaryandwelfaresystemandtheestablishmentofagoodcorporate cultureWehopetoimprovetheloyaltyofemployees,preventthelossofpersonnel, Abstract III strengthenthecompetitivenessofsmallandmedium-sizedhigh-techenterprises,soas toachieverapiddevelopment,andprovidesomereferenceforsmalland medium-sizedhigh-techenterprisestoretainknowledge-basedemployees. Keywords:personnel;high-techenterprises;knowledgeworkers;employeeturnove 目录 IV 目录 摘要····································································································I Abstract·······························································································II 第1章绪论..................................................................................................................1 1.1研究背景..........................................................................................................1 1.2研究目的及意义..............................................................................................1 1.3国内外研究现状..............................................................................................2 1.3.1国外知识型员工流失问题研究现状....................................................2 1.3.2国内知识型员工流失问题研究现状....................................................3 1.3.3研究综述................................................................................................4 1.4研究内容和研究方法...................................................................................4 1.4.1研究内容................................................................................................4 1.4.2研究方法................................................................................................5 1.5研究思路..........................................................................................................5 1.6创新点..............................................................................................................6 第2章理论基础..........................................................................................................7 2.1相关概念界定..................................................................................................7 2.1.1员工流失................................................................................................7 2.1.2知识型员工..........................................................................................7 2.2相关理论基础..................................................................................................8 2.2.1马斯洛需要层次理论............................................................................8 2.2.2普莱斯模型............................................................................................8 2.2.3勒温场动力理论....................................................................................9 2.2.4马奇和西蒙模型....................................................................................9 2.2.5莫布雷中介链模型及扩展模型..........................................................10 2.3本章小结.......................................................................................................11 第3章CG公司知识型员工流失现状分析.............................................................12 3.1CG公司概况..................................................................................................12 3.2CG公司人力资源基本情况..........................................................................13 3.3CG公司知识型员工特点..............................................................................15 目录 V 3.3.1强烈的求知欲......................................................................................15 3.3.2独立性较强..........................................................................................15 3.3.3渴望获得新成就..................................................................................15 3.3.4流动性强..............................................................................................16 3.3.5劳动成果难以衡量..............................................................................16 3.4公司内部知识型员工激励现状....................................................................17 3.4.1物质激励..............................................................................................17 3.4.2精神激励..............................................................................................18 3.5CG公司知识型员工流失情况...