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1、北京理工大学现代远程（继续）教育学院毕业设计（论文）摘要民营企业 在我国的 经济 社会 发展 中占有重要地位， 发挥着大企业难以取代的作用。我国现已加入世贸组织，成为世界经济共同体中的一员。民营企业作为我国国民经济的重要组成部分， 同样也处在改革与发展的关键时期。 但是人才流失，却阻碍着我国民营企业的发展。人才流失问题包括民营企业管理制度不健全，民营企业保障制度不完善，民营企业的管理方式落后，民营企业员工缺乏必要的发展空间和成长机会，民营企业用人环境欠佳，民营企业缺乏有效的激励机制，然而过多的人才流失对公司员工的心理和企业整体工作氛围的影响也是不可低估的，企业经济上的损失也是不可避免的。然而出
2、现这些问题的最主要的原因是不尊重员工的成长，内部培训机制不健全，不尊重员工的价值，薪酬福利激励不到位，不尊重员工的人格，以人为本的文化氛围严重缺失，不共享企业远景和目标，员工对企业的发展失去信心，企业领导人的能力与风格方面的问题，缺乏不满的宣泄机制。针对这些原因我们必须采取建立体现人才劳动价值的薪酬制度，营造良好的文化和学习氛围，进行职业设计，以动态掌握员工的心态，加强与员工的沟通与交流，建立和谐的以人为本的企业文化，注重情感留人，增加员工对企业的忠诚度。人力资源是企业最重要的资源，人才的流失， 直接导致企业人才数量不足,出现“三个缺乏”和“三个断层”，即：有学历、 有技术的人才缺乏，高层次、
3、高能力的人才缺乏，经营型、复合型的人才缺乏。人才年龄结构断层，有一定工作经验、年龄较轻的人才留不住；人才层次结构断层，一般性的人才较多，拔尖型人才留不住；人才专业结构断层，热门专业及紧俏专业人才留不住。这种情况的出现，严重削弱了企业竞争力。如何扭转人才流失的不利局面，是事关企业生死存亡、急待解决的一个重大问题。I北京理工大学现代远程（继续）教育学院毕业设计（论文）本文试图从我国民营企业人才流失的现状、影响及原因分析入手，探寻有效控制民营企业人才流失的措施，以更好地促进民营企业的健康、快速发展。关键词 :民营企业人才流失原因分析流失对策II北京理工大学现代远程（继续）教育学院毕业设计（论文）Ab
4、stractSmalland medium-sizedenterprisesoccupytheimportantpositioninthesocio-economic development. Our country has already joined WTO, hasreally become a member in the economics community of the word. Smalland medium-sized enterprises are in the key periods of the reform anddevelopmenttooas theimporta
5、ntcomponent ofournationaleconomy. Butthe brain drain is hampering its progress.Braindrainissuesincludingmanagement systemsand securitysystemisimperfect,andbackwardmanagement,Privateenterpriseslackthenecessary staff development and growth opportunities, the environmentof privateenterprisesemployingth
6、e poor,and lackeffectiveincentivemechanisms,However,toomuchbraindrainonthestaffofthepsychologicaland businessimpactof the overallatmosphereis alsocannot be underestimated, enterprise economic loss is inevitable.These problems,however themain reasonislackofrespectforthegrowthof staff,internaltraining
7、mechanism isnotsoundand does notrespectthe value of staff, salaries and benefits of incentives in place, thestaffdoesnotrespecthuman dignity,People-orientedcultureofseriousdeficiencies,notsharedenterprisevisionand goals,employeeshave lost confidence in the development of enterprises, The ability ofb
8、usiness leaders and style issues, the lack of mechanism to give ventto their discontent.For thesereasons we musttake toestablishthe valueoflaborembodiedpersonnelpay system,tocreateagoodatmosphereofcultureandlearning,Vocationaldesign, a dynamicgraspthe mentalityofthestaff,and stafftoenhance communica
9、tion and exchanges,theestablishmentofIII北京理工大学现代远程（继续）教育学院毕业设计（论文）a harmoniouspeople-orientedcorporate culture,Keep peoplefocused onfeelings and increase the staff-to-business loyalty.Human resources are the most important resource for enterprises, thebraindrain,a directresultof the insufficientnumb
10、er ofentrepreneurs,A lackof3and the threefaults,thatis:Thereare qualifications,lackofskilledpersonnel,high-level,high-capacityshortageoftalent,business type, compound the lack of talent. Personnel age structure offaults, some work experience that the younger and unable to retainqualified personnel;
11、Fault hierarchy talent, more talent in general,unable to retain top talent; Professional structure of fault talent,top professional and hard-to-get unable to retain professionals. Sucha situation seriously undermines the competitiveness of enterprises.How to reverse the adverse situation of brain dr
12、ain is a matter ofcorporate survival, need to be solved a major problem.Thistextattemptfrom smallandmedium-sizedenterprisescurrentsituationofbraindrain,impacton smalland medium-sized enterprisesof our country and reason analysis start with , seek and control smalland medium-sized enterprises measure of brain drain effectively, inorder to promote health, fast development of small and medium-sizedenterprises better.Keywords:Small and medium-sizedenterprisesBraindrainTalentsmanageemployee turnover
