【文章內容簡介】 rength , along with initial audience interest.Case Study By studying a case situation , trainees learn about real or hypothetical circumstance and the actions others take under those circumstance. Besides learning from the content of the case , a person can develop decisionmaking skill. When cases are meaningful and similar to workrelated situations, there is some transference . there also is the advancetage of participation through discussion of the case. The enterprise to talented person39。s infinite desire and outstanding talent resources are limited, so people, keep people bee the eternal topic of enterprise management. In fact, the enterprise of love heart, cherish the meaning does not lack, lack in real person eye and measure. Never try to find a perfect person, never put your needs as his, but the rational use of occupation judgment discover talents on the body and he really needs, and make every attempt to build the stage.More sticky between the boss and the occupation managers from the soul of the contract, rather than the occupation contract, though, occupation managers also care about, care about salary job, but more attention is whether they can get the trust of the boss and the inner identity. This is the inheritance of the oriental culture search. Get the trust, can for friends who are dead, suffered a cold can be out laughing.So, when the occupation managers appear to be absentminded or play and vocational punctuality, the boss should first reflect on is yourself: do you trust him? Do you know his inner demand? You give him the full development of space? If you have done, then, can continue to do better? You can provide what occupation managers do?We always hope that the next, but as we awaited the expected airborne at the same time, don39。t forget to look beside you, who always acpany you, hundredpercent execution. Maybe it is because you are too familiar, and ignored him can tap the potential. Perhaps no airborne body wrapped ring them, but in addition to their corporate loyalty and responsibility accident, also yearns for development stage. No one is born brave and battlewise, manager as coach, those layers built coach echelon and talent pool in the short term can not see what, but not in time, sparks of fire can bee a potential, enterprise can form a huge talent echelon. Pay to keep people as hard to keep people, business enterprise culture, unite people with vision, inspire the people with the goal, with a treatment effect kind, with emotion. Only let people feel in your ship is safe, and has a promising future, can be together with you to ride the wind and waves march forward courageously. In the eyes of outsiders, the recruitment is nothing more than a resume screening, interview, notice to work on it. According to our many years for enterprises to provide management consulting services experience, in fact, salary, welfare, employee relations, training, performance appraisal, reward and punishment and so on each module work, recruitment and selection is the most difficult.本科生畢業(yè)論文設計論企業(yè)留人作者姓名：指導教師：所在學部：專 業(yè)：班級（屆）：二〇一三年四月二十八日目 錄緒論 ………………………………………………………………… 1一、 中小型民營企業(yè)留人難原因分析 ………………………………… 1（一） 個人原因 ……………………………………………………… 1（二） 企業(yè)原因 ……………………………………………………… 2 （三） 社會原因 ……………………………………………………… 3 二、 企業(yè)留人的策略 …………………………………………………… 4 （一） 科學合理的招聘 ……………………………………………… 4（二） “海納百川”，人性化管理 …………………………………… 4（三） 健全激勵制度 ………………………………………………… 4（四） 重視企業(yè)文化建設 …………………………………………… 5（五） 適當?shù)姆謾嗯c授權 …………………………………………… 6（六） 健全培訓機制 ………………………………………………… 7（七） 適當?shù)姆謾嗯c授權 …………………………………………… 7（八） 建立科學的績效考核機制 …………………………………… 7（九） 培養(yǎng)員工的責任感，忠誠和敬業(yè)精神 ……………………… 8（十） 做有人格魅力的領導者 ……………………………………… 8參考文獻 ……………………………………………………………… 10英文摘要、關鍵字 ……………………………………………………… 11論企業(yè)的留人摘要：隨著時代的發(fā)展，各行各業(yè)的職位也豐富起來，求職者選擇的機會越來越多。更加上物價的不斷上漲，住房的壓力，求職者們都希望有一份即輕松又有豐厚報酬的工作。所以，職場上跳槽的現(xiàn)象屢見不鮮，甚至有上升趨勢，企業(yè)如何留人便成了一個亟待解決的問題。通過對其原因的分析，主要包括個人原因，社會原因以及企業(yè)原因。最后得出一些相應的策略，如對非正式團體員工的管理，科學的激勵制度，對員工職業(yè)規(guī)劃的指導，科學合理的招聘，適當?shù)姆謾嗯c授權，適當?shù)姆謾嗯c授權，建立科學的績效考核機制，培養(yǎng)員工的責任感，忠誠和敬業(yè)精神，做有人格魅力的領導者。得一使中小型企業(yè)留住自己所需的人才。關鍵詞：人才流失 內外部環(huán)境 人性化管理 分權與授權 領導者論企業(yè)的留人緒論“21世紀最寶貴的是什么？——人才” 2005年度馮小剛的賀歲片《天下無賊》中的一句經(jīng)典臺詞成為今年最為流行的口頭禪。的確，“治國安邦靠人才，成就事業(yè)靠人才，得人者昌，失人者亡”，這是歷史和現(xiàn)實反復證明的規(guī)律。在科學技術日新月異的現(xiàn)今社會，“商場如戰(zhàn)場，得士則勝，失士則敗，人才是關系到一個企業(yè)，乃至一個國家強弱興衰的重大問題。”人才資源是企業(yè)的第一資源，企業(yè)之間的競爭歸根到底就是人才的競爭，然而人才流失問題卻日益圍繞著企業(yè)管理者，如何留用優(yōu)秀人才已成為人力資源管理工作中的重要課題，要留住優(yōu)秀人才應建立在心里念的基礎上，靠事業(yè)留人，靠良好的發(fā)展機會留人，靠企業(yè)文化留人等等。本文就人才留用問題展開討論，通過調查問卷，實地考察等方法，對留不住人才的原因進行分析，以及提出一些相應的措施。一、中小民營企業(yè)留人難的原因分析 通過對一些中小民營企業(yè)的調查，歸納出以下一些原因：（一） 個人原因1. 生活的壓力這幾年物價的上漲令很多打工族措手不及，離開了父母的依靠，在外只能靠自己的工資住房、吃飯、穿衣、娛樂。一個月的工資所剩無幾，甚至透支消費。每個人都希望過上富裕的生活，所以，