企业员工流失的影响因素及后果.docVIP

摘 要 我国中小民营企业在当今的社会发展中不断壮大，在吸收就业人数来看，中小民营在国民经济发展中起到了十分重要的作用。随着规模的扩大，市场竞争力的加强，中小民营企业逐渐由传统的家族式管理向现代企业专业化管理进行过渡。日益壮大的中小民营企业在为社会大量的就业机会的同时，也因为企业内部管理不善、员工自身因素和市场环境的变化而普遍面临员工流失问题。当今企业所面临的不仅是技术、资本、营销渠道的竞争，更是人才的竞争。留住人才是中小民营不断发展的前提条件。中小民营需要结合企业内部、市场环境和员工个人因素总结出人员流失的原因，采取有效的措施留住人才。本文针对我国目前中小企业员工流动的现状与业务经营现状和管理缺陷情况的分析，探讨降低中小民营企业员工流失率的有效措施。本文认为劳动力市场、社会制度、大众的就业观念构成了中小民营企业的外部因素，对此企业需要实时制定企业发展战略，并适当调整，在此基础上进行人力资源规划；工作设计、组织文化、企业发展前景、内部公平性、职业成长规划构成了人员流失的组织内部因素，对此企业要针对性地改进人力资源薪酬管理、工作设计、培训开发工作；个人的年龄、性别、知识背景构成了人员流失中的员工个体因素，对此企业要做好人力资源招聘体系的设计和操作。 关键词：中小民营企业；人员流失 Abstract Small and medium-sized private enterprises in China continue to grow in todays social development. In the absorption of the employment population, small and medium-sized private plays a very important role in the development of the national economy With the expansion of the scale and strengthen the market competitiveness, small and medium-sized private enterprises gradually transition from family management to professional management. The growing small and medium-sized private enterprises provide a number of employment opportunities for the society ,but be faced with the problem of employee turnover because of poor internal management, personal factors and the changing market environment at the same time. Companies are facing with not only the marketing channel technology, capital, competition, but also the competition of talents. Retaining talent is a prerequisite for the development of small and medium-sized private enterprises.Small and medium private enterprise require a combination of market conditions and the personal factors to summarize the reasons for attrition and take effective measures to retain talent. In this paper, we explore effective measures to reduce staff turnover rate of small and medium private enterprises by analyzing the status of staff flow ,business operation and management deficiencies. This paper argues that the labor market, social systems, the concept of public employment constitutes