【正文】 今天，企業(yè)的競爭歸根到底是人力資源的競爭。目前，我國民營企業(yè)的生存和發(fā)展主要受困于缺乏人力資源這一現(xiàn)狀，員工流失已成為我國民營企業(yè)共同面對的一大難題。本文首先闡述了員工流失之于民營企業(yè)的重要性，介紹了國內(nèi)外關(guān)于員工流失的相關(guān)理論，在對員工流失及其相關(guān)理論充分掌握的基礎(chǔ)上，運用實證分析和規(guī)范分析的方法對我國民營企業(yè)做了深入的調(diào)查和研究，找出了民營企業(yè)員工流失的主要原因，即民營企業(yè)在管理上暴露出的問題和急功近利的作風(fēng)。 關(guān)鍵詞： 民營企業(yè)；員工流失； 民營企業(yè)老板 II Study on The Staff Turnover of Private Enterprises Abstract: In the 21st century, the petition among enterprise is the petition among human resources in the final analysis. At present, the survival and development of private enterprises suffers from a lack of human resource, staff turnover has bee a big problem that private enterprises have to face. Therefore, how to attract and retain staff have bee the key problems of human resources management to the private enterprise. At first, this paper expounds the importance of staff turnover to the private enterprises, and some other relevant theories about losing staff at home and abroad are introduced here. On my full understanding to the theory of the staff turnover, I’ve done a thorough study on the private enterprise with the method of empirical analysis as well as normative analysis. At the same time, I found out that the management issues and quick style of private enterprise lead to its staff wastage. I put forward a series of targeted measures, aimed at establishing humanized management concept and management systems, creating the attractive business environment and enterprise culture. Key words: private enterprises。 the private enterprise’s boss 目 錄 一、導(dǎo) 論 .................................................................................................................... 1 (一 )研究背景和意義 ............................................................................................. 1 (二 )研究方法和目的 ............................................................................................. 2 研究方法 ........................................................................................................... 2 研究目的 ........................................................................................................... 2 (三 )國內(nèi)外研究綜述 ............................................................................................. 3 國外研究綜述 ................................................................................................... 3 國內(nèi)研究綜述 ................................................................................................... 4 二、相關(guān)概念的界定 ................................................................................................... 6 (一 )民營企業(yè)的界定 ............................................................................................. 6 (二 )員工流失的概念 ............................................................................................. 7 (三 )員工流失的模型 ............................................................................................. 7 馬奇和西蒙模型 ............................................................................................... 7 普萊斯模型 ....................................................................................................... 9 三、我國民營企業(yè)員工流失現(xiàn)狀及原因分析 ......................................................... 10 (一 )民營企業(yè)員工流失現(xiàn)狀 ............................................................................... 10 (二 )員工流失 對民營企業(yè)的影響 ....................................................................... 10 員工流失的直接成本 ..................................................................................... 11 員工流失的間接成本 ..................................................................................... 11 (三 )民營企業(yè)員工流失的原因分析 ................................................................... 12 老板的家族化經(jīng)營管理意識導(dǎo)致企業(yè)的人治 ............................................. 12 工作職責設(shè)計不合理、負擔過重 ................................................................. 12 處罰嚴重、工作壓力大 ................................................................................. 12 民營企業(yè)老板缺乏誠信 ................................................................................. 13 薪酬管理的隨意性 ......................................................................................... 13 企業(yè)文化建設(shè)上的偏差 ................................................................................. 13 缺乏給予關(guān)鍵人才信任和事業(yè)發(fā)展空間 ..................................................... 13 私營企業(yè)的非規(guī)范性用人制度 ..................................................................... 13 私營企業(yè)內(nèi)部溝通不足 ................................................................................. 14 四、民營企業(yè)員工流失的對策與建議 ..................................................................... 14 (一 )為員工提供發(fā)展空間 ................................................................................... 14 建立完善的競爭機制 ..................................................................................... 14 設(shè)立平級輪崗 ................................................................................................. 14 加強培訓(xùn) ......................................................................................................... 14 制定職業(yè)生涯規(guī)劃 ......................................................................................... 15 (二 )管理者 提升自身素質(zhì) ................