【正文】 本科畢業(yè)論文 題 目 民營(yíng)企業(yè)員工流失問題及對(duì)策 學(xué)生姓名 蒙 紅 專業(yè)名稱 人力資源管理 指導(dǎo)教師 桑 曉 靖 2020 年 5 月 15 日教學(xué)單位 經(jīng)濟(jì)管理系 學(xué)生學(xué)號(hào) 202087084002 編 號(hào) JJ2020RL002 I 民營(yíng)企業(yè)員工流失問題及對(duì)策 摘 要： 在 21 世紀(jì)的今天，企業(yè)的競(jìng)爭(zhēng)歸根到底是人力資源的競(jìng)爭(zhēng)。目前，我國(guó)民營(yíng)企業(yè)的生存和發(fā)展主要受困于缺乏人力資源這一現(xiàn)狀，員工流失已成為我國(guó)民營(yíng)企業(yè)共同面對(duì)的一大難題。因此，如何吸引并留住員工已成為民營(yíng)企業(yè)人力資源管理的關(guān)鍵問題。本文首先闡述了員工流失之于民營(yíng)企業(yè)的重要性，介紹了國(guó)內(nèi)外關(guān)于員工流失的相關(guān)理論，在對(duì)員工流失及其相關(guān)理論充分掌握的基礎(chǔ)上，運(yùn)用實(shí)證分析和規(guī)范分析的方法對(duì)我國(guó)民營(yíng)企業(yè)做了深入的調(diào)查和研究，找出了民營(yíng)企業(yè)員工流失的主要原因，即民營(yíng)企業(yè)在管理上暴露出的問題和急功近利的作風(fēng)。并且提出了一系列有針對(duì)性的對(duì)策，旨在確立人性化的管理理念和管理制度，營(yíng)造有吸引力的企業(yè)環(huán)境和企業(yè)文化 ,這些都需要民營(yíng)企業(yè)老板極大的支持與配合。 關(guān)鍵詞： 民營(yíng)企業(yè)；員工流失； 民營(yíng)企業(yè)老板 II Study on The Staff Turnover of Private Enterprises Abstract: In the 21st century, the petition among enterprise is the petition among human resources in the final analysis. At present, the survival and development of private enterprises suffers from a lack of human resource, staff turnover has bee a big problem that private enterprises have to face. Therefore, how to attract and retain staff have bee the key problems of human resources management to the private enterprise. At first, this paper expounds the importance of staff turnover to the private enterprises, and some other relevant theories about losing staff at home and abroad are introduced here. On my full understanding to the theory of the staff turnover, I’ve done a thorough study on the private enterprise with the method of empirical analysis as well as normative analysis. At the same time, I found out that the management issues and quick style of private enterprise lead to its staff wastage. I put forward a series of targeted measures, aimed at establishing humanized management concept and management systems, creating the attractive business environment and enterprise culture. Key words: private enterprises。 staff turnover。 the private enterprise’s boss 目 錄 一、導(dǎo) 論 .................................................................................................................... 1 (一 )研究背景和意義 ............................................................................................. 1 (二 )研究方法和目的 ............................................................................................. 2 研究方法 ........................................................................................................... 2 研究目的 ........................................................................................................... 2 (三 )國(guó)內(nèi)外研究綜述 ............................................................................................. 3 國(guó)外研究綜述 ................................................................................................... 3 國(guó)內(nèi)研究綜述 ................................................................................................... 4 二、相關(guān)概念的界定 ................................................................................................... 6 (一 )民營(yíng)企業(yè)的界定 ............................................................................................. 6 (二 )員工流失的概念 ............................................................................................. 7 (三 )員工流失的模型 ............................................................................................. 7 馬奇和西蒙模型 ............................................................................................... 7 普萊斯模型 ....................................................................................................... 9 三、我國(guó)民營(yíng)企業(yè)員工流失現(xiàn)狀及原因分析 ......................................................... 10 (一 )民營(yíng)企業(yè)員工流失現(xiàn)狀 ............................................................................... 10 (二 )員工流失 對(duì)民營(yíng)企業(yè)的影響 ....................................................................... 10 員工流失的直接成本 ..................................................................................... 11 員工流失的間接成本 ..................................................................................... 11 (三 )民營(yíng)企業(yè)員工流失的原因分析 ................................................................... 12 老板的家族化經(jīng)營(yíng)管理意識(shí)導(dǎo)致企業(yè)的人治 ............................................. 12 工作職責(zé)設(shè)計(jì)不合理、負(fù)擔(dān)過(guò)重 ................................................................. 12 處罰嚴(yán)重、工作壓力大 ................................................................................. 12 民營(yíng)企業(yè)老板缺乏誠(chéng)信 ................................................................................. 13 薪酬管理的隨意性 ......................................................................................... 13 企業(yè)文化建設(shè)上的偏差 ................................................................................. 13 缺乏給予關(guān)鍵人才信任和事業(yè)發(fā)展空間 ..................................................... 13 私營(yíng)企業(yè)的非規(guī)范性用人制度 ..................................................................... 13 私營(yíng)企業(yè)內(nèi)部溝通不足 ................................................................................. 14 四、民營(yíng)企業(yè)員工流失的對(duì)策與建議 ..................................................................... 14 (一 )為員工提供發(fā)展空間 ................................................................................... 14 建立