【導(dǎo)讀】各企業(yè)競(jìng)爭(zhēng)的焦點(diǎn)。目前新北方食品有限公司由于社會(huì)和自身等諸多原因，本文具體闡述了人才及人才流失的概念，客觀的分析了新北方食品。出解決人才流失的對(duì)策。但是，在其發(fā)展過程中還存在著許多令人擔(dān)憂的問題，最突。留住和不斷開發(fā)人力資源，才能保證企業(yè)的可持續(xù)發(fā)展。占有率等指標(biāo)作為劃分標(biāo)準(zhǔn)。鍵性作用的人才非單位意愿的流走，或失去其積極作用的現(xiàn)象。人才流失是指屬于特定群體、組織及地域的專門人才或其他有能力的人，離開自己原來所依附或服務(wù)的對(duì)象，而到了另外的群體、組織及地域。上通譯為employeeturnover或者braindrain，意思是智力外流。中出現(xiàn)的人才外流，它屬于人員流動(dòng)的一種，是人才流動(dòng)的特殊表現(xiàn)形式。單位另謀他就，給該單位的人力資源管理造成困難，從而影響其經(jīng)營(yíng)發(fā)展。

　　

【正文】 nd with 20％ , 30％ of the velocity in the development, small and mediumsized enterprise, create the final products and service value is equivalent to about 60％ of GDP in the province, turn over to the tax revenue for 50％ of the total amount of or so. But, in its development process still exist many worrying problems, the most prominent is the issue of talent, small and mediumsized enterprise was to attract talent petitiveness is weak, along with the rapid development of market economy in our country, also appeared talent constantly erosion phenomenon. Talent is the key to the development of enterprises, and small and mediumsized enterprises only proper management and development of human resources, can eventually guarantee the sustainable development of the enterprises. At present, small and mediumsized enterprise has bee to promote the development of our national economy important strength, but pared with the big enterprise, the small and mediumsized enterprise overall petition ability is weak, especially the brain drain problem than the big enterprises are more serious, to a certain extent, shall be subject to serious impact on the small and mediumsized enterprise39。s healthy and steady development. In the small and mediumsized enterprise human resources management is put forward based on the characteristics of the, the loss of talented people to small and mediumsized enterprises, this paper analyzes the causes of the corresponding countermeasures. Property right clarity is almost all the mon features of small and mediumsized enterprises, this makes the small and mediumsized enterprise management decision has strong independence, by less government intervention. Small and mediumsized enterprise has flexible employing mechanism, and may, according to their own need to determine the principle of choose and employ persons. Small and mediumsized enterprises generally have flexible salary system, can truly according to the staff39。s contribution to the enterprise size decided to salary 哈爾濱華德學(xué)院畢業(yè)論文 28 distribution standard, in addition to the provisions of the employees for material welfare beyond, still often get some nonmaterial benefits. Small and mediumsized enterprises can also through the applicant to provide some position treatment and grants them a decision management of the power to attract them. In general, the small and mediumsized enterprise work pressure than the big enterprise, the intensity of the tasks is bigger also, especially some key positions and management personnel and technical personnel regular super strength work, if the reward treatment or personal development opportunity not as good as expected, they can easily from the enterprise outflow. Because these people not only have special skill, and management experience, they from enterprise outflow, not only take away the business technology secrets, took the customer, make the enterprise suffered direct losses, still can increase enterprise manpower replacement cost, the influence and the continuity of the work of the quality of work, also influence the stability of onthejob employees. Therefore, on the one hand, the small and mediumsized enterprise managers to realize the rational flow of talents is the basic characteristics of market economy, not to the flow of the talents existing fear。 On the other hand, also want to strengthen the enterprise key talent management and incentive strength, to avoid the loss of human resources for enterprise causing too much loss. Whether the scale of production, or personnel, assets and influence the ownership will be less than the big enterprise, and, generally speaking the stability of the small and mediumsized enterprises than the big enterprise is poor, whether internal or external environment changes, for small and mediumsized enterprises are the influence of the big enterprise than the influence of the big, so for the talented person speaking, in the small and mediumsized enterprise development risk than in the big enterprise risk. Some small and mediumsized enterprise in order to attract talents, participate in the petition, in the recruitment of have to be implemented when high salary mitment, once the market situation a sudden change in the situation, all kinds of mitment and hard cash, make the introduction of talents has a feeling of fraud, bined with some other reasons, it is difficult to keep talents. Because most of the small and mediumsized enterprise has long been in the market in the middle survival, the walk is a gleaning rolling development path, the product yield and not form series and scale, which caused by the development of 哈爾濱華德學(xué)院畢業(yè)論文 29 enterprises ideas are not clear, in most small and mediumsized enterprise business process, no definite strategic objectives and longterm development plan, brought talent planning at loose ends, difficult to in daily work to ensure the talent introduction and the reasonable use. At the same time, small and mediumsized enterprises lack of innovation, and innovation ability difference is also one of the reasons for the loss of talented people. Because the innovation ability directly influence the enterprise core petitive ability, influence the development of the enterprise, which it will be bound to cause the loss of talented people. Enterprise face frequent loss of talented people, cannot lay down and die, should take corresponding measures to solve, so as to promote the development of the enterprise, and the concrete measures are as follows: (1) should be set up humanistic management thought, people. Enterprise middleman creativeness change, think out one important reason, is work enthusiasm, initiative often repressed, difficult to realize their own value and ambitions. Humanistic management thoughts is pay attention to through t