【正文】 agement of Selfstudy) ABSTRACT In the face of today39。 1 國有企業(yè)如何建立激勵約束機制留住人才 （ 自考 2021 級人力資源學本科專業(yè)） 摘要 面對當今全球知識經(jīng)濟迅速發(fā)展，企業(yè)的發(fā)展離不開人才的培養(yǎng)，然而，由于國有企業(yè)固有的弊端及體制等問題而引起的人才流失嚴重制約著國有企業(yè)可持續(xù)發(fā)展道路。文章通過對國有企業(yè)人才流失的現(xiàn)狀及缺陷原因分析，提出多種適合國有企業(yè)采用的激勵約束方式，使國有企業(yè)在留住人才、用好人才方面取得優(yōu)勢，為把我國 國有企業(yè) 建設(shè)成 社會經(jīng)濟發(fā)展的主體，積極向上、充滿活力的企業(yè) 。s global knowledge economy rapid development, the cultivation, the development of the enterprise cannot do without the talent however, and due to the inherent limitations of system of stateowned enterprises and the problems such as the serious loss of talents restricts the sustainable development of stateowned enterprise road. This article through analysis of the present situation and defects of the causes of the loss of stateowned enterprises talents, put forward a variety of suitable for stateowned enterprises adopt incentive mode, so that the stateowned enterprises to gain advantages in retaining talent, make good use of talents, as the main body of social and economic development of construction of the state owned enterprises in China, positive, vibrant enterprise. Key Words stateowned enterprises； the brain drain； cause； analysis；incentive and restraint； retain talent 3 目錄 摘要 ......................................................................................................................... 1 一、引言 ......................................................................................................................... 4 二、文獻 綜述 ................................................................................................................. 4 三、國有企業(yè)人才流動現(xiàn)狀分析 ................................................................................. 5 （一）國有企業(yè)在人才流動方面取得的進步 ..................................................... 5 （二）人才流失的情況 ......................................................................................... 6 四、國有企業(yè)人才流失的原因分析 ............................................................................. 8 （一）受 國有企業(yè)體制改革影響 ......................................................................... 8 （二）國有企業(yè)自身因素 ..................................................................................... 9 （三）個人因素 ................................................................................................... 12 五、國有企業(yè)建立人才激勵機制 ............................................................................... 12 （一）建立激勵機制的意義 ............................................................................... 12 （二）做好國有企業(yè)人才篩選 ........................................................................... 13 （三）建立合理而又公平的國有企業(yè)薪酬制度 ............................................... 14 （四）做好人才職業(yè)生涯規(guī)劃 ........................................................................... 14 （五）建立良好的企業(yè)氛圍 ............................................................................... 15 （六）企業(yè)文化的建立 ....................................................................................... 16 （七）建立國有企業(yè)人性化激勵制度 ............................................................... 17 六、國有企業(yè)建立人才約束機制 ............................................................................... 18 七、結(jié)論 ....................................................................................................................... 19 八、致謝 ....................................................................................................................... 19 參考文獻 ....................................................................................................................... 20 4 一、引言 隨著經(jīng)濟全球化和市場經(jīng)濟的發(fā)展，各企業(yè)都已經(jīng)意識到企業(yè)的競爭歸根到底是人才的競爭。 本文 盡可能全方位 地分析 研究 國有企業(yè)人才流失現(xiàn)狀、 人才流失 原因、 人才流失對策等問題， 做好國有企業(yè)留住人才的工作已經(jīng)勢在必行。 第