浅谈民营中小企业人才流失

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一、中小企业人才流失存在的问题················································ 4

(一)企业管理者对待人才的观念不正确，需建立吸引人才、留住人才的机制············ 4

(二)缺乏有吸引力的报酬制度、管理制度不健全··································· 5

(三)缺少为人才施展才华的场所，导致人员流动频繁······························· 5

(四)提供的工作、生活条件较差，保障制度不完善·································· 6

(五)不注重对员工的培育、企业的管理方式落后··································· 6

二、中小企业人才流失的特点···················································· 7

(一)人才流失成为一种常态····················································· 7

(二)人才流失呈现“集体”意识················································· 7

(三)高层次人才流失严重······················································· 7

三、人才流失给中小企业造成的严重影响·········································· 7

(一)人才投入无法回收························································· 7

(二)使得人才重置成本增加····················································· 8

(三)无形资产的损失··························································· 8

(四)员工心理受到冲击························································· 8

四、减少中小企业人才流失的对策················································ 8

(一)树立正确的人才观念，建立科学的选材标准···································· 8

(二)建立公平、科学的绩效管理、激励知识型员工·································· 9

(三)用事业留住人才··························································· 9

(四)为人才提供良好的生活和工作条件··········································· 9

(五)创造良好的企业文化······················································· 9

小结········································································11

参考文献···································································· 12

内 容 摘 要

随着市场经济体制的建立和完善，企业之间的竞争更为激烈，而激烈的竞争本质是人才。因此、拥有并合理使用人才则成为中小企业发展的重要问题。然而，中小企业的人员流动过于频繁，人才流失严重，这在很大程度上影响这中小企业发展的稳定性。如何防止人才的流失成为了一个卡在中小企业发展瓶颈的一个大问题。本文分析了我国中小企业人才流失的现状，并提出相应的应对解决措施：树立正确的人才观念，建立科学的选材标准；建立公平、科学的绩效管理、激励知识型员工；用事业留住人才；为人才提供良好的生活和工作条件；创造良好的企业文化。

关键词：中小企业、人才流失、原因、对策