本文围绕wz集团人才流失现状及存在的问题展开分析,文章主要有五个部
分构成。第一部分是绪论,主要表明本文研究的背景、研究的意义;第二部分是
人汴流失相关理论综述,阐述了人力资源管理中人才流失的相关理论及人才流失
理论模型和相关激励理论,主要为解决本文所研究的问题提供理论支持及解决方
法;第三部分是wz集团人才流失现状评价,主要从企业外部因素、内部因素、
个人因素进行系统分析,找到影响人冰流失的全面因素;第四部分是wz集团人
才流失的对策,针对存在的问题和原因,提出针对并适合该公司人才流失的建议
对策和方法;第五部分是结论,对研究结论进行总结,指出研究的不足及展望。
本文以wz集团丨彳甜的人冰流失的现状为依据,通过设计调查问卷和访谈交
流对wz集团离职人员的离职原因和在职人员的满意度与离职意愿进行了调研,
将调杏结果进彳j分析,归纳了 wz集团人j流失的影响因素,从而找出该公司人
冰流失的成因。并据此针对wz集N1存在的问题提出相应的对策和建议,在薪酬
福利体系、绩效考核、激励措施、企业文化等方面提出具体的应对措施与建议。
本文对wz集闭人xl流失这-问题进行了较为仝面的梳理分析与剖析研究,对wz
集团人冰流失M题兵有--定的现实应用意义和理论价值。希望能引起企业有关部
门对该研究的关汴或参考,使wz^MI的人才流失问题得以改善。
关键词:人冰流失;激励理论;问题与对策研究
ABSTRACT
With the continuous development of society, the competition among enterprises is
increasingly great. The competition for high-quality human resources has become an
increasingly critical part of enterprise development strategy, which can decidc many
elements such as capital, management, technology and market. Each step of enterprise
development are entirely dependent on entire entrepreneurial team&39;s collaboration and
performance. From capital operation to internal management, from technology research
and development to marketing, we must rely on the talents to play a role. The issue of
brain drain has become a big concern for almost all enterprises, because the impact and
the loss of brain drain are immeasurable. Therefore, how to solve the problem of
enterprises&39; brain drain, is currently the focus in various enterprises&39; attention.
This paper focuses on the situation and existing problems of brain drain in WZ
Group to analyze, consisting of five parts. The first part is the introduction, mainly to
show the background and significance of the study; the second part is relevant theory of
brain drain, introducing the brain drain theory and model in the human resources
management and incentive theory, mainly to solve the problem of the research,
providing theoretical support and solutions; the third part is analysis on Brain Drain
Current Situation in WZ Group, doing systematically from the corporate external factors,
internal factors, and personal factors, to find influent factors of the brain drain; the
fourth part is countcrmeasurcs on WZ Group&39;s brain drain problem, focusing on
problems and reasons to put forward recommended countermcasurcs and methods
which arc suitable for the company; the fifth part is the conclusion, summarize the
conclusion, pointing out the limitations of the research.
Based on the current situation of brain drain in WZ Group, conducted an
investigation on departure reasons of leaving staff and satisfaction and turnover
intention of serving personnel of WZ Group through the design of the questionnaire and
interview exchanges, the survey results arc analyzed and WZ Group&39;s brain drain
influencing factors are summarized, in order to identify causes of the brain drain of the
company. And put forward corresponding countcrmeasurcs and suggestions according
to existing problems in WZ Group, with specific measures and recommendations in
salaries and benefits system, performance appraisal, incentives, corporate culture, and
other aspects. This paper has done more comprehensive analysis and profiling research
about WZ Group&39;s brain drain problem, providing certain practical applied significance
and theoretical value on WZ Group&39;s brain drain. Hope to draw relevant departments of
enterprises&39; attention for concern or reference, making WZ Group&39;s brain drain problem
be improved.
Key words: brain drain; incentive theory; Problems and Solutions
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