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1、山东大学硕士学位论文大纲硕士学位论文大纲论文题目：HL公司房地产开发过程中外聘人才流失问题的原因及对策研究作者姓名专业项目管理指导教师姓名专业技术职务年月日摘要随着时代的进步和科技的发展，在21世纪之中，激励的竞争已经成为了当前的生存之道。在学校里，有学生与学生的竞争，有教师与教师的竞争，各行各业，都在竞争中寻求自己的发展之道。而对于市场而言，其竞争的主要组成部分就是企业了。在我国，大大小小的企业数不胜数，想要得到生存甚至是取得成功，必须要有自己的一道方法与门路。而在当前，企业竞争，归根结底就是人才的竞争。因此，企业如何吸引人才、留住人才，就成了企业需要解决的问题。我国的仿佛产行业随着前几年的
2、升温，现阶段也慢慢出现了低迷的情况，是以，出现了许多人才流失的情况，相对来说，在项目开发过程中，外聘人才的流失更为严重，对企业的危害也最大，因此，企业必须采取一定的措施，来解决这一问题。本文的主要内容就是针对房地产项目开发过程中出现的外聘人才流失情况，进行的一系列分析与研究。由于笔者在HL公司人力资源工作。因此，对于其中所存在的问题有着切实的感受，加之运用现代管理思想，对HL公司中所存在的问题从多个角度进行分析，并且探讨了人才流失的宏观层次、企业层次、个体层次的原因，并针对性地提出在人才流失控制原则、方法和策略上的一些看法。笔者在本文中所使用的设计思路是Price-Mueller(2000)模
3、型，Price-Mueller(2000)模型，这一模型对离职的员工的多个方面都进行了研究，设计的范围广阔，对员工的心理的研究也十分具有价值。笔者根据这一模型，对HL公司在房地产开发过程中的外聘人才流失现象进行了分析，基本思路是发现问题-找出原因-提出建议。Price-Mueller(2000)模型所采用的研究方法主要是针对于员工个人的思想，从员工的角度来考虑为什么人才会出现流失的现象，而这一角度，正是我国学者很少进行研究的，在这一点上，笔者进行了创新。通过研究和分析，笔者分别从企业、行业因素以及员工自身三个方面对人才流失的现象提出了针对性的建议。在企业方面，主要有以下的措施，建立健全有效的激
4、励机制、建立人才流失的预警机制、薪酬分配体系合理化、注重用人本理念增强企业凝聚力、完善员工教育培训体系、加大人才引进和人力资源开发力度、制定完整的职业生涯发展计划。在行业环境因素方面，主要的措施有改善工作现场的环境、工作观念的改变。在员工自身方面，主要的措施是公平的制度以及良好的沟通。关键词：房地产开发；人才流失；人力资源管理；对策AbstractWith the progress of era and the development of science and technology in the 21st century, incentive competition has become
5、the current survival. Competition in school, students and students, with teachers and teachers competition, all walks of life, all seek their own development in the competition. For the market, the competition of the main component is the enterprise. In our country, large and small enterprises, want
6、 to survive and even success, there must be a method and way. But in the current, enterprise competition, in the final analysis is the talent competition. Therefore, the enterprise how to attract talents, retain staff, is the enterprise needs to solve the problem. Seemed to produce industry in China
7、 as in previous years, also appeared weak slowly, at the present stage is, appeared a lot of brain drain, relatively speaking, in the process of project development, external talents loss is more serious, the harm of the enterprise is also the biggest, therefore, enterprises must take certain measur
8、es, to solve this problem.The main content of this article is in view of the real estate projects participating in the development process of the brain drain situation, a series of analysis and research. Because of the author in the HL company human resources work. Therefore, for the problems that e
9、xist in a tangible feeling, in addition to using the modern management thought, the problems in the HL company is analyzed from various angles, and probes into the brain drain of the macro level, enterprise level, the cause of the individual level, and puts forward the brain drain control some opini
10、ons on the principles, methods and strategies. Used by the author in this article, the design is the Price - Mueller (2000) model, the Price - Mueller (2000) model, the model of multiple aspects of employees are leaving the company is studied, wide design and the psychological study of employees is
11、also very valuable. Based on this model, the company in the process of real estate development HL outside the brain drain phenomenon is analyzed, the basic idea is to found the problem - find out why - are also proposed. Price - Mueller (2000) model of the main research method is adopted for persona
12、l thought, from the perspective of employees consider why the phenomenon of brain drain will appear, and the point of view, it is Chinese scholars rarely study, at this point, the author has carried on the innovation. Through research and analysis, the author respectively from the enterprise, indust
13、ry factors, as well as staff own three aspects of the phenomenon of brain drain corresponding Suggestions are put forward. In the aspect of enterprise, mainly has the following measures to establish and improve the effective incentive mechanism, establishing the early warning mechanism of brain drai
14、n, remuneration distribution system rationalization, pay attention to the concept of choose and employ persons the enhancement enterprise cohesive force, improve the staff education and training system, intensify talent introduction and human resources development, complete career development plan.
15、Environmental factors in the industry, the scene of the main measures to improve the working environment, the change of work ideas. In terms of their employees, the main measure is a fair system, and good communication.Keywords: real estate development； the brain drain of human；resource management countermeasures目录第1章绪论121.1选题背景121.2研究目的与意义121.2.1理论意义131.2.2实践意义141.3国内外研究状况141.3.1国外现状141.3.2国内研究现状151.4研究内容与方法151.5本文的结构和研究思路16第2章人才流失的相关理论182.1人才流失的理论模型182.1.1成本收益模型182.1.2勒温的场论182.1.3马奇和西蒙模型192.1.4 Price一Mueller (2000)模型202.2人才激励理论和激励机制212.2.1激励有关理论概述212.2.2人才激励的理论模型及策略222.3人力资源管理在工程项目中
