H公司研发人才流失案例研究
H Company R&D Talent Loss Case Study
Abstract
With the change of the global economic environment, the market competition is
increasingly fierce, enterprises have entered a new period of development, opportunities and
threats coexist. At the same time, enterprise employees are also constantly adjusting their
careers. The talent flow between enterprises has become a normal state. Talent drain has
troubled many enterprises and hindered the further business development of enterprises. As
the type of electronic application design, H companies are facing the same problem, and the
brain drain has become an urgent problem to be solved.
This thesis studies the problem of talent loss in the H company. After analysis, it was
found that although H company has taken some improvement measures, such as high salary
hiring professional talents, the loss of R and D talents is still very serious, and the
development of the enterprise has fallen into a bottleneck. Through the analysis of the three
typical cases, it is found that the enterprise does not pay enough attention to the internal
employee training, incentive, guidance and communication, and the current incentive policies
can not effectively stimulate the enthusiasm of employees, resulting in a large mobility of
employees. Secondly, based on career learning theory, incentive theory and communication
theory, analysis and found that the Research and Development Department has a series of
problems such as lack of education system, single incentive policy and lack of communication.
Finally, according to the actual situation of the enterprise, we put forward countermeasures
and suggestions such as new employee training, talent reserve, improving the incentive
mechanism and establishing communication channels. For example, by strengthening the
training of new employees, to reserve high-quality talents, to achieve the purpose of
improving the theoretical knowledge level and analysis and judgment ability, to eliminate the
main obstacles leading to talent loss; effectively solve the problems existing in the talent drain
of the R & D department of the H company, enable the R & D department can carry out the
work more smoothly, promote the steady improvement and development of the R & D level,
so as to improve the overall core competitiveness of the enterprise, and reflect the core
concept of "people-oriented" as a modern enterprises.
It is hoped that through the research of research and development talent loss cases of H
company, we will earnestly do a good job in the talent loss management of the company, lay a
solid foundation for standardized management, and achieve the win-win goal between the
enterprise and employees. At the same time, it can provide a reference for similar enterprises.
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大连理工大学专业学位硕士学位论文
Key Words：Brain drain; Education system; Incentive mechanism; Communication
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H公司研发人才流失案例研究
目录
摘 要.............................................................................................................................I
Abstract ............................................................................................................................. II
1 绪论.............................................................................................................................. 1
1.1 研究背景与研究目的及意义........................................................................... 1
1.1.1 研究背景................................................................................................ 1
1.1.2 研究目的及意义.................................................................................... 2
1.2 研究的思路与方法........................................................................................... 2
1.2.1 研究思路................................................................................................ 2
1.2.2 研究方法................................................................................................ 2
2 案例正文...................................................................................................................... 4
2.1 H公司概况....................................................................................................... 4
2.1.1 H公司研发部简介................................................................................ 4
2.1.2 H公司的组织架构与研发部的组织架构............................................ 5
2.1.3 H公司的研发部管理现状.................................................................... 6
2.1.4 H公司研发部门的绩效考核制度........................................................ 7
2.2 行业现状......................................................................................................... 10
2.3 典型案例的描述............................................................................................. 11
2.3.1 导师的缺失导致李工的流失.............................................................. 11
2.3.2 绩效激励不满引起陈工的跳槽.......................................................... 13
2.3.3 激励制度的改革导致杜工辞职.......................................................... 14
3 案例分析.................................................................................................................... 18
3.1 理论基础......................................................................................................... 18
3.1.1 职业生涯学习理论.............................................................................. 18
3.1.2 激励理论.............................................................................................. 20
3.1.3 沟通理论.............................................................................................. 22
3.2 案例问题分析................................................................................................. 24
3.2.1 研发部缺少育人制度.......................................................................... 24
3.2.2 激励政策单一...................................................................................... 26
3.2.3 缺乏交流沟通...................................................................................... 28
3.3 研发人员状况调查与分析............................................................................. 29
3.3.1 研发人员特点...................................................................................... 29
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