【正文】 專業(yè)班 級 學生姓 名 學 號 指 導 教 師 ___________________ 日 期： 2020 年 4 月 25 日 1 摘 要 隨著市場經(jīng)濟的不斷發(fā)展，煤炭產(chǎn)業(yè) 已成為 我國國民經(jīng)濟中一支重要的經(jīng)濟力量。s national economy has bee an important economic force. But because of congenital defects, pensation mechanism, development environment, the majority of small and mediumsized coal mine is being more and more intense in the talent petition, the problem of brain drain is the bottleneck of restricting the development of small and mediumsized coal mine clearly, how to establish a scientific mechanism of talents training, improve the retention mechanism, has bee a topic of mon concern of small coal mine. This paper attempts to analyze the causes of the brain drain of the enterprise through the current situation of Zaozhuang Liuzhuang Coal Co., Ltd., loss analysis, seeking to retain talent, effective control measures of brain drain, in order to reduce the wastage rate, optimize the structure of human resources, improve the petitiveness of enterprises. Key Words： market economy measures economic 目錄 3 1 緒論 .....................................................................................................................4 ..................................................................................4 國內(nèi)外研究現(xiàn)狀 .........................................................................................5 國外對人才流失的研究 ....................................................................5 國內(nèi)對人才流失的研究 ....................................................................7 研究的主要內(nèi)容 ....................................................................................... 10 研究的主要方法 ....................................................................................... 10 2 理論綜述 ............................................................................................................ 11 ......................................................................... 11 ...................................................................... 11 .......................................... 11 .................................................................................................. 14 ............................................................................. 14 ............................................................................. 14 ............................................................................. 15 ......................................................................... 16 3 棗莊市留莊煤業(yè)有限公司人才流失現(xiàn)狀分析及影響 ............................................. 17 公司簡介 ................................................................................................. 17 .................................................... 17 ...................................................................... 20 .................................................... 20 .................................................... 20 ，容易形成連鎖反應 .......... 21 煤礦企業(yè)技能人才短缺，導致技術(shù)進步受到制約，人才流失會使競爭對手的競爭力提高 ................................................................................... 21 4 棗莊市留莊煤業(yè)有限公司人才流失的原因分析 .................................................... 22 ............................................................... 22 ................................................................................ 22 ................................................................................ 22 ........................................................ 23 ........................................................... 24 留莊煤礦對待人才流失的態(tài)度及流動的容易程度也會影響人才流失率的高低 ..................................................................................................... 25 .......................................... 25 ................................................................................ 25 .................................................................................... 26 ...................................................................... 26 4 .................................................................. 27 、規(guī)模的限制，忽視人才工作 ............................................. 27 .................................................... 28 制度及體系 ........................................................... 28 ，難以形成內(nèi)部向心力 ................................... 28 5 棗莊市留莊煤業(yè)有限公司解決人才流失的對策 .................................................... 29 ............................................................................. 29 ......................................................................... 29 、股權(quán)和福利等 ........................................................... 30 作生活的環(huán)境 ......................................................................... 31 ................................................................................ 32 、道德留人 ....................................................................................... 32 6 總結(jié) ................................................................................................................... 34 參考文獻 ............................................................................................................... 35 致謝 ...................................................................................................................... 36 1 緒論 研究目的和研究意義 隨著社會的發(fā)展，市場競爭日益激烈，再加上我國已順利加入世貿(mào)組織，國門已逐漸打開，越來越多的外國公司及大型集團將參與我國市場的爭奪，因而，提高我國企業(yè)的競爭力已成 為刻不容緩的問題。本文雖然是建立在棗莊市留莊煤業(yè)有限公司為研究對象基 礎(chǔ)上的分析，但期望籍此分析能夠為我國煤炭行業(yè)解決人才流失問題提供參考。普萊斯模型的積極貢獻在于它嘗試將企業(yè)變量和個人變量結(jié)合起來探討雇員流出問題。 steers和 Mowday(1981)模型的主要目標是尋找影響員工離職的主要變量并考察他們在過程中的相互關(guān)系，最終以概念化的框圖模型表達出來。其 6 它工作機會的影響變量 (個體變量和勞動力市場以及經(jīng)濟狀況。該模式指出，心理契約的破 壞有兩個根本原因故意違反及對心理契約的理解不一致。 E隅理論的優(yōu)點是認為在任何時間里，多種層次的需要會同時發(fā)生