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1、promote the extension of strictly administering the party grass-roots, but also the educational practice of the mass line of the party and three-three special education results achieved further inherited and expanded. To realize two a learning education is a necessary solution to the present problem
2、s of party construction. Strengthen problem consciousness and insisted on problem-oriented, is full of strictly administering the party since the partys 18 a distinctive feature, a successful experience. Secretary Wang noted that some party members still have political awareness, lack of political r
3、esponsibility issues, party awareness and consciousness of the problem belief does not really believe, slim does not actually fix problems, outspoken, and jump on the assessment of the partys policies, and so on. Bi Lifu Secretary pointed out that a quarter of the economic situation is very serious,
4、 there is pressure on environment, seasonal factors and other objective reasons, but mainly subjective problem, is the problem of party members and cadres. Some depressed, negative slack, not responsible, . Double six, one, and two took the lead, build energy burst, Hongshan district, economic prosp
5、erity, eco-livable, civilized and harmonious island. It certainly can not be separated from the whole area 646 grass-roots party organizations and 14,146 members of broad participation and support. Through the two study and education, so that every cell of the party health, every organization is str
6、ong, so that all members of the vanguard and exemplary role, all the fighting bastion role of grass-roots party organizations into full play so that we can cross the Rapids, overcome all difficulties and the smooth realization of the Thirteen-Five goal. Second, basic learning, focus on learning educ
7、ation must understand the learning content and learning styles Foundation learning these four words are important information inside is very large, capture profound work truth in life. For example, I often say that the good Carpenter NAO Carpenter, why do some carpenters made furniture to have every
8、body likes it, Carpenter we are not willing to look for him? are apparently two people high and low technology, dig into the deep is firmer when both of his apprentices are not solid, there is no good that way. Luban art of story primary school are learn had, first after six mark test practice condu
9、ct, and practice cultivation, and practice perseverance, and practice patience, then with seven days seven night mill axe theory armed, and unity action, seriously learning XI General Secretary on reform development stable, and Interior diplomatic defense, and rule party ruling army of important tho
10、ught, seriously learning to XI comrade for General Secretary of Central ruling acting political new concept new thought new strategy, seriously learning XI General Secretary study in Inner Mongolia important speech spirit, Guide party members and a deep understanding of a series of important speeche
11、s rich connotation and core ideas, which began so thoroughly Marxist positions企业高端人才流失风险管理在当今竞争日益激烈的知识经济时代，科学技术飞速发展，技术成为决定一个企业是否具有竞争力的一个重要因素。而技术创新与进步是由人来完成的，因此，技术的较量归根到底是人才的较量。高端人才日益成为各企业争夺的对象。高端人才日益频繁的流动，成为当今社会人才流动的一大特点。如何减少本企业知识型员工的流失，降低流失风险，成为企业管理者需要关注的一大课题。一、高端人才流失原因分析1.个人因素。高端人才重视自身价值的实现，重视自身知识
12、的获取与提高。他们追求终身就业能力而非终身就业饭碗，为了更新知识，他们渴望获得教育和培训机会，因此他们希望到更多更优秀的企业学习新的知识，通过流动实现增值。这种个性特征使高端人才本身就有较高的流动意愿，不希望终生在一个组织工作。据哈佛企业管理顾问公司的离职原因调查显示，“想尝试新工作以培养其他方面的特长”被列于众多原因之首。2.企业因素。高端人才可能更多地忠诚于他们的专业而非他们所在的组织，他们不断追求对知识的探索，追求事业的发展，而企业要求他们能够创造价值。这就产生了企业与高端人才在目标方面的不同。如果企业不能有效地统一两者的目标，使高端人才在实现企业目标的同时实现自身的目标，那么就可能导致
13、其不满，进而造成他们的跳槽。从企业实践来看，造成知识型员工流失的与企业相关的因素主要有：（1）薪酬不能反映他们的贡献或不公平的薪酬；（2）看不出企业的长远目标和战略意图；（3）缺乏教育培训和事业发展的机会；（4）得不到充分的尊重、信任和认可；（5）承诺不能兑现；（6）缺乏融洽的人际关系和良好的沟通。3.社会环境因素。知识经济使知识更新加快，即知识的陈旧周期缩短。知识陈旧周期的缩短使高端人才为了在瞬息万变的知识经济中能更快获取新知识而加快了流动。另一方面，高速发展的经济对高端人才的需求很大，而目前高端人才仍是稀缺的。以IT业为例，据国际数据公司介绍，2009年全世界共有160万个左右的职位空缺。
14、于是，一个出色的人才通常被几家公司争夺。人才的稀缺程度越高，人员流出的拉力越大。二、高端人才流失的风险识别在企业中保持一定的员工流动率能够为企业不断输入新鲜血液，引进高素质员工，淘汰不合格员工，使企业保持活力。但是，如果员工流动过于频繁，企业缺乏一个比较稳定的员工队伍支撑，尤其是如果没有对组织保持忠诚的知识型员工的支持，企业必然会因缺乏人才而面临被市场淘汰的风险。本文中所说的高端人才流失风险，指的是高端人才的流失给企业带来损失的可能性。风险识别就是发现其流失可能给企业带来哪些风险以及利益相关者所关注的问题。1.掌握核心技术或商业机密的高端人才的离职可能导致企业赖以生存的核心技术或商业机密的泄露
15、。一旦发生这种情况，带给企业的将是极大的损失，尤其是当这些知识型员工跳槽到竞争对手企业或另起炉灶时，企业将面临严峻的竞争压力。世界著名的英特尔公司曾经历过类似的一个教训。公司创业初期，天才设计师费根设计的第一代微处理器8080一炮打响，该产品给公司开创了巨大的市场。意想不到的是，费根在关键时刻离开了公司，并带走了另两名重要的技术人才，在外面重组了一个新公司，推出了比8080还要先进的新产品，很快将英特尔的市场抢去。这个沉重的打击，使英特尔几乎一败涂地。若干年后，英特尔才重新崛起。2.高端人才的离职可能导致企业关键岗位的空缺。由于高端人才掌握某种专门的技能，所以一旦离职，企业可能无法立刻找到可替
16、代的人选，那么这一关键岗位在一定时期内会空缺出来，这势必影响企业的整体运作，甚至可能对企业形成严重的损害。更糟糕的是，如果出现了知识型员工的集体跳槽，那么企业面临的风险将是成为一个没有血肉的空壳，假如不及时补充，面对的必然是死亡。3.高端人才的离职使企业必须重新招募和培训新员工以满足对人员的需求，这就需要支付相应的招募和培训费用，有时还要付出赢得新客户所需的成本。知识型员工属于稀缺人才，需要企业花费更多的成本来获取，而且招聘来的新员工是否胜任工作，是否能融入企业都具有不确定性，这些都是企业所关注和面临的风险。三、高端人才流失的风险管理通过上述对高端人才流失原因的分析和流失风险的识别，我们可以有针对性地制定一些管理策略，将流失风险限制在可接受的范围内，这可以通过两个途径来完成。一是风险降低，减少流失风险的后果，同时将流失事件发生的概率降至最低；二是风险转移，企业和流失人才共享风险利益，将损失控制在最低限度。
