I 摘要 随着社会进步和经济发展，人才流失已成为企业存在的普遍现象。特别是国 有企业，内部存在诸多问题,其中人才流失现象是最明显。但一个企业要想发展长 远，就需要吸纳和留住大量优秀人才，从而提升企业的综合实力。 本文将以兵团大型国有企业新疆银隆公司为例，研究企业人才流失问题。运 用问卷调查法、访谈法、文献研究法、定性与定量结合法，分析新疆银隆公司人 才流失问题。首先通过文献研究法分析归纳人才流失产生的共性原因，为本文访 谈提纲提供参考；其次通过离职访谈，了解离职的真实原因和对企业的看法；再 次通过工作满意度调查问卷，采用李克特量表（Likert5量表）进行测量，分析本 企业人才流失的主要原因；最后从原因出发，探索新疆银隆公司改善人才流失现 状的措施。 通过离职访谈和在职工作满意度调查问卷分析，总结影响新疆银隆公司人才 流失的主要因素，分成外部环境因素、组织管理因素和人才自身因素三方面。其 中组织管理因素可展开为薪酬福利、绩效考核、培养和晋升、地理位置、工作稳 定性和企业文化等六方面分析，人才自身因素分为对自我价值的实现、对职业发 展的规划和家庭支持度的降低等三方面。针对分析的人才流失原因，结合企业现 状，制定解决人才流失的对策。包含七方面，分别是完善薪酬福利体系、优化绩 效考核制度、创新培训模式和明确晋升渠道、营造良好的工作环境和提高工作稳 定性、实施企业文化落地、优化人力资源、培养人才的归属感。 关键词：新疆银隆公司;国有企业;人才流失; Abstract II Abstract Withsocialprogressandeconomicdevelopment,braindrainhasbecomea commonphenomenoninenterprises.Especiallystate-ownedenterprises,therearemany internalproblems,ofwhichthephenomenonofbraindrainisthemostobvious. However,ifanenterprisewantstodevelopforalongtime,itneedstoattractandretain alargenumberofexcellenttalents,soastoenhancethecomprehensivestrengthofthe enterprise. ThispaperwilltakeXinjiangYinlongcompany,alargestate-ownedenterprisein theXPCC,asanexampletostudytheproblemofbraindrain.Bymeansof questionnairesurvey,interview,literatureresearch,andqualitativeandquantitative combination,thispaperanalyzestheproblemofbraindraininXinjiangYinlong company.Firstly,thepaperanalyzesandsummarizesthecommoncausesofbraindrain throughliteratureresearchtoprovidereferencesfortheinterviewoutlineofthispaper. Secondly,throughtheinterviewofresignation,wecanunderstandtherealreasonsfor resignationandtheviewsontheenterprise.Throughthequestionnaireofjob satisfactionandtheLikert5scale,themainreasonsforthebraindrainintheenterprise wereanalyzed.Finally,startingfromthecauses,itexploresthemeasurestoimprovethe currentsituationofbraindraininXinjiangYinlongcompany. Throughtheanalysisofexitinterviewandon-the-jobjobsatisfactionquestionnaire, themainfactorsaffectingthebraindrainofXinjiangYinlongcompanyaresummarized, whicharedividedintothreeaspects:externalenvironmentfactors,organizationaland managementfactors,andtalentfactors.Amongthem,theorganizationaland managementfactorscanbeanalyzedfromsixaspects:salaryandwelfare,performance appraisal,trainingandpromotion,geographicallocation,jobstabilityandcorporate culture.Thefactorsoftalentsthemselvescanbedividedintothreeaspects:the realizationofself-value,theplanningofcareerdevelopmentandthereductionoffamily support.Accordingtotheanalysisofthecausesofbraindrain,combinedwiththe currentsituationoftheenterprise,thecountermeasurestosolvethebraindrainare formulated.Itincludessevenaspects,namely,improvingthesalaryandwelfaresystem, optimizingtheperformanceappraisalsystem,innovatingthetrainingmodeand Abstract III clarifyingthepromotionchannels,creatingagoodworkingenvironmentandimproving theworkstability,implementingthecorporateculture,optimizinghumanresources,and cultivatingthesenseofbelongingoftalents. Keywords:XinjiangYinlongcompany;State-ownedenterprises;Thebraindrain; 目录 IV 目录 第1章绪论..............................................................................................................1 1.1研究背景及意义...........................................................................................1 1.1.1研究背景............................................................................................1 1.1.2研究意义............................................................................................2 1.2国内外研究综述...........................................................................................2 1.2.1国外文献综述....................................................................................2 1.2.2国内研究综述....................................................................................3 1.2.3文献述评............................................................................................4 1.3研究内容及方法...........................................................................................5 1.3.1研究内容............................................................................................5 1.3.2研究方法............................................................................................5 1.4论文创新点和难点.......................................................................................6 1.4.1论文创新点........................................................................................6 1.4.2论文难点............................................................................................6 第2章概念界定与理论基础..................................................................................7 2.1概念界定.......................................................................................................7 2.1.1人才....................................................................................................7 2.1.2人才流失............................................................................................7 2.2理论基础.......................................................................................................8 2.2.1需求层次理论....................................................................................8 2.2.2双因素理论........................................................................................9 2.2.3马奇和西蒙模型................................................................................9 第3章新疆银隆公司人才管理现状....................................................................11 3.1新疆银隆公司总体概况.............................................................................11 3.1.1公司简介..........................................................................................11 3.1.2公司组织设置..................................................................................11 3.2新疆银隆公司人才管理现状.....................................................................12 3.2.1总体情况..........................................................................................12 3.2.2人才招聘模式..................................................................................15 3.2.3人才绩效考核..................................................................................16 3.2.4人才入职培训..................................................................................16 目录 V 第4章新疆银隆公司人才流失现状分析............................................................18 4.1人才流失率居高难下.................................................................................18 4.2流失人才学历和年龄分析.........................................................................19 4.3流失人才工龄分析.....................................................................................20 4.4企业内外变动分析.....................................................................................20 第5章新疆银隆公司人才流失原因的调研分析................................................22 5.1新疆银隆公司离职人才访谈调研.............................................................22 5.1.1离职人才的访谈设计......................................................................22 5.1.2离职访谈结果分析..........................................................................23 5.2新疆银隆公司在职人才工作满意度调研.................................................23 5.2.1在职人才工作满意度调查问卷设计..............................................23 5.2.2在职人才工作满意度问卷调查结果分析.................