【正文】 d occupation, have different levels of career satisfaction.Effective career programs must consider these different perceptions and desires of employees. Whatever approach the HR department adopts, it must be flexible and proactive. Role Playing and Behavor Modeling Role playing is a device that forces trainees to assume different identites. A male subordiate may play his female manager. Ideally, trainees get to see themselves as others see them. The experience may create greater empathy and tolerance of individual differences and is therefore well suited to a diverse workfoece. This technique is used to change attitudes, and also helps develop interpersonal skill. Closely related to roleplaying and apprenticeships is behavior modeling. Employees may learn a new behavior through modeling by observing a new behavor and then imitating it. The recreation of the behavor may be videotaped. When watching the ideal behavior, the trainee also gets to see the negative consequence. By observing the positive and negative consequence, the employee receives vicarious reinforcement that encourage the correct behavor.Leacture Lectures and other offthejob techniques tend to rely more heavily on munications than on modeling. These methods are applied in both training ang a meaningful organization of materials. However, participation , transference , and repetition are often low. Feedback and participation can be improved when disussion is permitted along with the lecture process . A meaningful organization of materials is a potential strength , 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。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(shè)計(jì)論企業(yè)留人作者姓名：指導(dǎo)教師：所在學(xué)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(gè)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(xué)合理的招聘 ……………………………………………… 4（二） “海納百川”，人性化管理 …………………………………… 4（三） 健全激勵(lì)制度 ………………………………………………… 4（四） 重視企業(yè)文化建設(shè) …………………………………………… 5（五） 適當(dāng)?shù)姆謾?quán)與授權(quán) …………………………………………… 6（六） 健全培訓(xùn)機(jī)制 ………………………………………………… 7（七） 適當(dāng)?shù)姆謾?quán)與授權(quán) …………………………………………… 7（八） 建立科學(xué)的績效考核機(jī)制 …………………………………… 7（九） 培養(yǎng)員工的責(zé)任感，忠誠和敬業(yè)精神 ……………………… 8（十） 做有人格魅力的領(lǐng)導(dǎo)者 ……………………………………… 8參考文獻(xiàn) ……………………………………………………………… 10英文摘要、關(guān)鍵字 ……………………………………………………… 11論企業(yè)的留人摘要：隨著時(shí)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(jī)會越來越多。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(gè)亟待解決的問題。最后得出一些相應(yīng)的策略，如對非正式團(tuán)體員工的管理，科學(xué)的激勵(lì)制度，對員工職業(yè)規(guī)劃的指導(dǎo)，科學(xué)合理的招聘，適當(dāng)?shù)姆謾?quán)與授權(quán)，適當(dāng)?shù)姆謾?quán)與授權(quán)，建立科學(xué)的績效考核機(jī)制，培養(yǎng)員工的責(zé)任感，忠誠和敬業(yè)精神，做有人格魅力的領(lǐng)導(dǎo)者。關(guān)鍵詞：人才流失 內(nèi)外部環(huán)境 人性化管理 分權(quán)與授權(quán) 領(lǐng)導(dǎo)者論企業(yè)的留人緒論“21世紀(jì)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。在科學(xué)技術(shù)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(guān)系到一個(gè)企業(yè)，乃至一個(gè)國家強(qiáng)弱興衰的重大問題。本文就人才留用問題展開討論，通過調(diào)查問卷，實(shí)地考察等方法，對留不住人才的原因進(jìn)行分析，以及提出一些相應(yīng)的措施。一個(gè)月的工資所剩無幾，甚至透支消費(fèi)。從對一些民營企業(yè)的調(diào)查中發(fā)現(xiàn)，高學(xué)歷，有才能的職員跳槽的幾率更大。所以，這些企業(yè)就往往面臨更多的人員流失問題。2. 職員沒有形成對職位的忠誠精神富蘭克林說過：“如果說，生命力使人們前途光明，團(tuán)結(jié)使人們寬容，腳踏實(shí)地使人們現(xiàn)實(shí)，那么深厚的忠誠感就會使人生正直而