【正文】 武漢市民營企業(yè)人員流失原因及對策研究The loss of private enterprise in Wuhan City Reason and Countermeasures 論文主題詞： 人才流失　民營企業(yè)　原因　對策 外文主題詞： Junior staff　Departure　Reason　Countermeasure 摘 要跳蚤滿天飛。 ”中國的勞動(dòng)力市場異常活躍。有 HR 評價(jià)說：“跳槽遠(yuǎn)比歐美市場厲害，更不用說日本了。 ”HR 面對員工離職是不是已經(jīng)有點(diǎn)麻木了？反正找工作的人多的是，沒有誰真的不可替代。其實(shí)，過高的員工離職率不但加大了企業(yè)的招聘成本，還帶來很大的隱性損失，任何一個(gè) HR 都不愿意看見。 本文通過對武漢市民營企業(yè)員工流失原因及對策進(jìn)行的分析研究，對其他企業(yè)的發(fā)展與實(shí)踐都具有一定的借鑒意義。本文研究的主要內(nèi)容是民營企業(yè)人員流失原因及對策，離職的原因多種多樣，包含主客觀因素。為了更準(zhǔn)確的獲取員工主觀離職的主要原因，主要從員工工作各方面的原因深入的進(jìn)行分析，提出問題——分析問題——解決問題的研究思路，用調(diào)查法有目的、有計(jì)劃、有系統(tǒng)地搜集有關(guān)對象現(xiàn)實(shí)狀況的方法。離職原因進(jìn)行周密和系統(tǒng)的了解，并對搜集到的大量資料進(jìn)行分析、綜合、比較、歸納，從而為人力資源部門提供可用的信息。同時(shí)也通過文獻(xiàn)研究法來獲得資料，從而全面地、正確地了解掌握人才流失相關(guān)內(nèi)容，了解企業(yè)的員工離職情況。然后對大量的信息資源開發(fā)利用，通過對信息的收集、傳遞、加工和整理。以自己實(shí)習(xí)過程經(jīng)歷和平時(shí)關(guān)注的實(shí)事為例，對武漢民營人員流失的現(xiàn)狀進(jìn)行歸納總結(jié)。最終找到適合武漢市民營企業(yè)人員流失問題的解決方案，幫助企業(yè)有效減少員工的離職率，為企業(yè)的長遠(yuǎn)穩(wěn)定發(fā)展提供人力保障。論文首先介紹了國內(nèi)外關(guān)于企業(yè)人員流失這一論題的研究現(xiàn)狀，接著分析國內(nèi)民營企業(yè)人才流失的分析現(xiàn)狀，針對武漢市民營企業(yè)大部分的離職原因，再結(jié)合武漢市民營企業(yè)具體情況的基礎(chǔ)上，對員工離職的原因進(jìn)行多角度的、全面的歸納和分析。并找出相關(guān)性德措施，最后對研究主題的概括總結(jié)，并對未來這一研究主題展望。關(guān)鍵詞：人才流失　民營企業(yè)　原因　對策ABSTRACTFleas everywhere. China39。s labor market is very active. HR mented: quit far more powerful in Europe and America market, not to mention Japan. The face of the HR staff leaving is not has been a bit numb? Anyway, people looking for work, no one really can not be replaced. In fact, high staff turnover rate not only increased the cost of recruitment, but also bring very large hidden cost to any HR do not want to see. In this paper, the analysis of causes and countermeasures of Wuhan City, the loss of private enterprise employees, the development and practice of other businesses have a certain reference. The main content of this study is the causes and countermeasures of private enterprise staff turnover, the departure of a variety of reasons, including the objective and subjective factors. More accurate access to the main reason for employees leaving subjective reasons of the employees work indepth analysis, ask questions analysis of the problem thinking, problemsolving investigation, the purpose of a planned, systematic to collect the object realities. Reason for leaving to conduct a thorough and systematic understanding, and collected large amounts of data, analysis, synthesis, parison and conclusion, the available information for the human resources department. Also through documentary research to obtain information in order to fully and correctly understand the brain drainrelated content, understand the business of employee turnover. And then use a lot of information resource development, information collection, transmission, processing and finishing. To experience their own internship process and usually concern practical, for example, summarized the status of Wuhan private loss. Eventually find a solution to the problem of suitable Wuhan Private Enterprises attrition, to help panies effectively reduce staff turnover rate, to provide human security for the longterm and stable development of enterprises. The paper first introduces the domestic and foreign corporate officers of the loss of this thesis research status, followed by analysis of the domestic private enterprises analyze the situation of brain drain, for private enterprises in Wuhan City, most of the reasons for departure, bined with the specific situation of private enterprises in Wuhan City on the basis of the reasons for staff leaving the multiangle, fully summarized and analyzed. And find out the correlation between Germany and measures, and finally summarize the generalization of the research topic, the future outlook in this research topic.Keywords: 　 Brain drain private enterprises Reason Countermeasure目　　錄第一章 緒論 ................................................................................................................................1 　 選題背景和意義 ............................................................................................................1　 國內(nèi)外研究現(xiàn)狀分析 ....................................................................................................1　 國外研究現(xiàn)狀 .....................................................................................................2　 國內(nèi)研究現(xiàn)狀 .....................................................................................................3　 論文研究的思路、內(nèi)容與方法 ....................................................................................4　 研究思路與內(nèi)容 .................................................................................................4　 研究方法 .............................................................................................................4　 取得的主要成果 ............................................................................................................5第二章 國內(nèi)民營企業(yè)人才流失現(xiàn)狀 .................................................................................6　 民營企業(yè)核心人才流動(dòng)性強(qiáng) ........................................................................................6　 民營企業(yè)缺乏良好的企業(yè)文化 ....................................................................................6　 民營企業(yè)績效考核、薪酬和福利待遇設(shè)置不合理 ....................................................8　 人 才 缺 乏 有 效 的 激 勵(lì) 機(jī) 制 ..................................................................................8 民營企業(yè)發(fā)展趨勢不明確 .............................................................................................9 本章小結(jié) .......................................................................................................