MBA学位论文
作者：吴金津
甘肃七建新生代员工流失防范策略研究
甘肃七建新生代员工流失防范策略研究
中文摘要
建筑行业作为我国经济系统中的一个重要组成要素，推动着我国经济的持续
稳定与增长。近年来，虽然每年有大量新生代员工进入建筑行业，但居高不下的
离职率给建筑企业造成很大损失，严重影响了行业的可持续发展。本文以国有建
筑企业——甘肃七建为研究对象，该公司出生于1985-2000年间的新生代员工占
总人数的42%，员工年龄结构偏年轻化，因此具有代表性。
本文首先对新生代员工定义及特点、国有企业员工及建筑业员工流失特点进
行了梳理，分析了甘肃七建新生代员工流失的现状，然后借助在职员工问卷调查
和离职员工个人访谈来分析新生代员工离职的影响因素，进而提出了降低甘肃七
建新生代员工离职率的措施。
研究表明，甘肃七建新生代员工离职的重要原因是晋升因素、工作因素和薪
酬；其次是对公司制度的不满，还有对应行业性质导致的一些问题而产生的不满。
针对以上影响因素，本文提出了减低甘肃七建新生代员工离职率的对策：一是从
提供多方位晋升渠道、做好人才储备工作、重视员工培训和人才培养三个方面来
灵活改良用人机制；二是从控制上班时间，合理进行补助、着力优化“软环境”
和增加领导调研慰问这三个方面来改善员工工作体验感；三是从提升薪酬待遇、
落实带薪休假制度、充分发挥绩效考核制度的激励作用这三个方面来建立健全激
励制度；四是从改善工作环境、改善食宿条件和丰富业余生活这三个方面来改善
工作生活环境；五是从加强企业文化建设、关爱员工家庭和加强内部沟通这三个
方面来增进人本主义关怀；六是针对不同岗位的流失对策。本研究结论可以为其
他建筑企业避免人才流失提供有益的实践指导作用。
关键词：国有建筑企业，新生代员工，流失，对策
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MBA学位论文
作者：吴金津
甘肃七建新生代员工流失防范策略研究
RESEARCH ON PREVENTION STRATAGY OF NEW
GENERATION EMPLOYEES TURNOVER OF GANSU
QIJIAN
Abstract
As an important element of China's economic system, the construction industry
promotes the sustainable stability and growth of economy. In recent years, although a
large number of new generation employees enter the construction industry every year,
the high turnover rate has caused great losses to construction enterprises and seriously
affected the sustainable development of the industry. This paper takes the state-owned
construction enterprise Gansu Qijian as the research object. The new generation of
employees born in the company from 1985 to 2000 account for 42% of the total
number. The age structure of employees is younger, so it is representative.
Firstly, this paper combs the definition and characteristics of the new generation
of employees, the characteristics of theturnover of employees in state-owned
enterprises and construction industry, analyzes the current situation of the turnover of
the new generation of employees in Gansu Qijian, then analyzes the influencing
factors of the turnover of the new generation of employees with the help of on-the-job
employee questionnaire survey and personal interview of resigned employees, and
then puts forward the measures to reduce the turnover rate of the new generation of
employees in Gansu Qijian.
The research shows that the important reasons for the turnover of the new
generation employees of Gansu Qijian are promotion factors, work factors and salary;
Secondly, they are dissatisfied with the company system and some problems caused
by the nature of the industry. In view of the above factors, this paper puts forward the
countermeasures to reduce the turnover rate of the new generation of employees of
Gansu Qijian:first, flexibly improve the employment mechanism from three aspects:
providing multi-directional promotion channels, doing a good job in talent reserve,
and paying attention to staff training and talent training; The second is to improve the
employees' work experience from three aspects: controlling the working hours,
II
MBA学位论文
作者：吴金津
甘肃七建新生代员工流失防范策略研究
providing reasonable subsidies, focusing on optimizing the "soft environment" and
increasing the leaders' investigation and condolences; The third is to establish and
improve the incentive system from threeaspects: improving the remuneration,
implementing the paid leave system, and giving full play to the incentive role of the
performance appraisal system; The fourth is to improve the working and living
environment from three aspects: improving the working environment, improving the
accommodation conditions and enriching the spare time life. Fifthly, humanistic care
should be enhanced from three aspects: strengthening the construction of enterprise
culture, caring for employees' families and strengthening internal communication;
Sixth, the Countermeasures for the loss of different posts.The conclusion of this study
can provide useful practical guidance for other construction enterprises to avoid brain
drain.
Keywords： State owned construction enterprises， new generation employees，
Employee turnover，countermeasures
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