I 摘要 纺织行业作为一种劳动密集型产业，人力资源构成上主要是以普工为主，技 术类、管理类的人才数量相对较少。在“用工荒”、人才“刘易斯拐点”的影响 下，人才流失的现象在纺织行业普遍存在，为行业稳定发展带来诸多难题。XYFZ 公司作为民营纺织企业，与大中型国有纺织企业相比，更是存在用人管理制度不 健全、薪酬福利待遇低的缺陷，由此带来的人才流失问题给XYFZ公司的持续 生产经营带来不利影响。如何构建完善的管理制度，防范人才的流失成为XYFZ 人力资源管理的关键。 本研究在对人才流失相关理论进行梳理、总结的基础上，对人才流失内涵进 行阐述，并以XYFZ公司作为研究对象，对XYFZ公司的人才流失现状进行分 析，从公司人力资源成本、人才队伍稳定性以及公司持续发展角度分析人才流失 对XYFZ公司的影响。其次，采用问卷调查方法，对人才流失影响因素进行调 查，从薪酬管理、绩效管理、职业发展等方面进行进一步统计分析，根据计划行 为理论构建XYFZ公司人才流失影响因素理论模型，对统计数据进行路径分析。 发现XYFZ公司人才流失影响最显著的原因是薪酬福利因素，同时绩效管理、 工作环境和员工培训与职业规划也对公司人才流失具有显著影响。在此基础上提 出具体的防范人才流失的对策，如设计多层次薪酬管理结构、完善绩效考核制度、 重视员工职业发展以及构建以人为本的公司管理制度与文化等措施。 借助本研究结果，一方面能够推动XYFZ公司人才管理水平的提升，另一 方面也对纺织行业人才管理与发展提供一定的借鉴。 关键词：人才流失；影响因素；防范对策 山东理工大学硕士学位论文Abstract II Abstract Textileindustryisalabor-intensiveindustry.Thehumanresourcesoftextile enterprisesaremainlycomposedofgeneralworkers,andthenumbersoftechnical talentsandmanagementtalentsaresmall.Atthesametime,undertheinfluenceof "laborshortage"and"Lewisturningpoint"oftalents,thephenomenonofbraindrain isrelativelycommonintextileindustry,whichbringsmanyproblemsforthestable developmentoftheindustry.XYFZcompanyisaprivatetextileenterprisepared withlargeandmedium-sizedstate-ownedtextileenterprises,ithasdefectsof imperfectpersonnelmanagementsystemandlowsalaryandwelfare.Talentsarethe keytothedevelopmentoftheenterpriseandthepromotionofitscore competitiveness.Theoutflowoftalenthasbroughtadverseeffectsonthesustainable productionandoperationofXYFZcompany.Howtobuildaperfectmanagement systemandpreventthelossoftalentshasbecomethekeytoXYFZhumanresource management. Onthebasisofcombingandsummarizingtherelevanttheoriesofbraindrain, thisstudyexpoundstheconnotationofbraindrain,takingXYFZcompanyasthe researchobject,analyzesthecurrentsituationofbraindrainofXYFZcompany, analyzesthespecificsituationofbraindrain,andanalyzestheimpactofbraindrain onXYFZcompanyfromtheperspectiveofhumanresourcecost,talentteamstability andsustainabledevelopmentofthecompany.Secondly,usingthemethodof questionnairesurvey,thispaperinvestigatestheinfluencingfactorsofbraindrain, makesfurtherstatisticalanalysisfromtheaspectsofsalarymanagement,performance management,careerdevelopment,etc.,constructsthetheoreticalmodelofinfluencing factorsofbraindrainofXYFZcompanyaccordingtothetheoryofplannedbehavior, anddoespathanalysisofstatisticaldata.Itisfoundthatthemostsignificantreason forXYFZcompany'sbraindrainissalaryandwelfare,whileperformance management,workingenvironment,employeetrainingandcareerplanningalsohave asignificantimpactonthecompany'sbraindrain.Onthisfoundation,weputforward specificcountermeasurestopreventbraindrain,suchasthedesignofmulti-level salarymanagementstructure,theimprovementofperformanceappraisalsystem,the emphasisonemployeecareerdevelopmentandtheconstructionofpeople-oriented companymanagementsystemandculture. Ontheonehand,theresultsofthisstudycanpromotetheleveloftalent managementofXYFZcompany,ontheotherhand,itcanprovidesomereferencefor 山东理工大学硕士学位论文Abstract III thetalentmanagementanddevelopmentoftextileindustry. Keywords:braindrain;influencingfactors;preventivemeasures 山东理工大学硕士学位论目录 IV 目录 摘要..........................................................................................................................I Abstract.........................................................................................................................II 目录........................................................................................................................IV 第一章绪论..................................................................................................................1 1.1研究背景及意义..............................................................................................1 1.1.1研究背景...............................................................................................1 1.1.2研究意义...............................................................................................1 1.2国内外人才流失研究文献综述.....................................................................2 1.2.1国内人才流失研究文献综述..............................................................2 1.2.2国外人才流失研究文献综述..............................................................4 1.2.3研究评述..............................................................................................6 1.3研究内容.........................................................................................................7 1.4研究方法.........................................................................................................9 第二章概念界定与相关基础理论............................................................................10 2.1人才及相关概念...........................................................................................10 2.1.1人才....................................................................................................10 2.1.2人才流动............................................................................................10 2.1.3人才流失............................................................................................11 2.2理论依据.......................................................................................................11 2.2.1激励理论............................................................................................11 2.2.2公平理论............................................................................................12 2.2.3双因素理论........................................................................................13 2.2.4计划行为理论....................................................................................13 第三章XYFZ公司人力资源现状分析.......................................................................15 3.1XYFZ公司简介..............................................................................................15 3.1.1XYFZ公司概况...................................................................................15 3.1.2公司组织架构....................................................................................16 3.1.3公司人员构成情况............................................................................16 3.2XYFZ公司人才资源管理制度......................................................................18 3.2.1人才招聘制度....................................................................................18 3.2.2薪酬福利制度....................................................................................19 3.2.3绩效考核制度....................................................................................21 3.3XYFZ公司人才流失情况..............................................................................22 3.3.1人才流失的比例居高不下................................................................22 3.3.2流失员工的特征分析........................................................................22 3.3.3人才流向的岗位与企业特征............................................................23 3.4XYFZ公司人才满意度分析..........................................................................25 3.4.1人才对公司薪酬福利满意度............................................................25 3.4.2人才对公司绩效管理满意度............................................................28 3.4.3人才对公司提供的工作环境满意度........................................