預(yù)防國有企業(yè)人才流失的對(duì)策-展示頁
2025-06-28 13:47本頁面
【正文】 s bee more and more enterprise managers consensus. The brain drain of stateowned enterprises the status quo, revealed the stateowned enterprises due to the outdated concept of management, employment mechanism behind the pay mechanism and irrational lack of corporate culture and other reasons, to make a serious brain drain of stateowned enterprises, greatly reducing its market petitiveness. Stateowned enterprises should be made to implement the strategic human resource management, employment mechanism and improve the incentive mechanism, to provide a good career development, the implementation of petitive pay and benefits, the development of a plete career development planning, promote respect for knowledge and talent The corporate culture in areas such as the establishment of a mechanism to retain talent.Keywords: The stateowned enterprise human resources managerial talent drains the countermeasure預(yù)防國有企業(yè)人才流失的對(duì)策隨著知識(shí)經(jīng)濟(jì)時(shí)代經(jīng)濟(jì)全球化、信息化的到來，尤其是中國加入WTO后，中國國有企業(yè)全面參與世界競(jìng)爭，應(yīng)對(duì)激烈的挑戰(zhàn)。 【關(guān)鍵詞】國有企業(yè) 人力資源管理 人才流失 對(duì)策 Prevents the stateowned enterprise braindrain the countermeasureAbstract：With the era of knowledgebased economy, especially after China39。通過對(duì)國有企業(yè)人才流失現(xiàn)狀的分析，揭示了國有企業(yè)由于管理觀念陳舊、用人機(jī)制落后、薪酬機(jī)制不合理和企業(yè)文化匱乏等原因,使國有企業(yè)人才流失嚴(yán)重,大大降低了其市場(chǎng)競(jìng)爭力。越來越多管理者意識(shí)到人才才是未來市場(chǎng)角逐成敗的關(guān)鍵。預(yù)防國有企業(yè)人才流失的對(duì)策【摘 要】隨著知識(shí)經(jīng)濟(jì)時(shí)代的來臨，尤其是中國加入WTO后，中國國有企業(yè)全面參與世界競(jìng)爭，應(yīng)對(duì)激烈的挑戰(zhàn)。競(jìng)爭的焦點(diǎn)也由物化資源的競(jìng)爭轉(zhuǎn)為智力資源———人才的競(jìng)爭。如何從環(huán)境上、機(jī)制上、政策上吸引人才、留住人才、穩(wěn)定人才、用好人才已成為越來越多的企業(yè)管理者的共識(shí)。提出了國有企業(yè)應(yīng)從實(shí)行戰(zhàn)略性人力資源管理，完善用人機(jī)制和激勵(lì)機(jī)制,提供良好的事業(yè)發(fā)展空間，實(shí)施有競(jìng)爭力的薪酬待遇，制定完整的職業(yè)發(fā)展規(guī)劃，弘揚(yáng)“尊
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