我國家族企业人才流失问题目研究毕业论文.docxVIP

毕业论文我国家族企业人才流失问题研究学院：商学院专业：工商管理（双学位）学生姓名：学号：指导教师：摘要随着我国社会主义经济体制的完善和发展，家族企业作为一种古老的企业组织形态，自改革开放以来不断的发展壮大，为经济的发展做出了重要贡献。人才作为知识经济时代的“第一资源”，企业间的竞争逐渐转变为对人才的竞争，但是人才流失问题也成为困扰企业人力资源开发的重要问题。家族企业更是面临着招人难、留人更难的人力资源管理发展瓶颈，过高的人才流失率是家族企业普遍的现象。本文首先分析了家族企业人才流失的现状、原因和影响，在前人研究人才流失的相关理论基础上，对家族企业进行实证研究。通过对影响人才流失的薪酬福利、职业生涯规划、企业文化、激励机制、人事制度、领导者管理风格、人际关系和工作环境八个人力资源管理因素研究的，提出了一系列的措施对策应对家族企业的人才的流失。对于人才流失前首先要树立以“以人为本”的人本管理理念，其次提高领导者素质，加强家族企业自身管理，最后是建立完善的人力资源制度体系；对于人才流失后企业应健全合同约束机制、及时补充合适人才，才能把人才流失的损失降到最低。关键词：家族企业，人才流失，人力资源管理AbstractWith the perfection and development of China’s Socialist economic system, family enterprise continue to grow strong as old firm organization form since reform and opening-up, exerting great contribution to the development of economy. As the mostimportant resource, talented people are becoming the key point to win in the competition between enterprises. Meanwhile, Brain Drain deeply troubled human resources in enterprises. To family enterprise, the difficulties to recruit and to keep employees become the bottleneck in its human resources management. High percentage Brain Drain in family enterprise is a common phenomenon.This paper firstly analysis the current situation of Brain Drain in family enterprise as well as its reason and cause. It also finds out the eight factors of human resources management to influence the Brain Drain, including compensation benefit, career planning, organizational culture, motivation system, personnel system, leadership style inventory, interpersonal relationship, and work environment. Then it does regression analysis on the Brain Drain. Lastly, with the conclusion of empirical analysis, the control and management of Brain Drain, the papers propose a series of measures to response to the Brain Drain in family enterprise. With regard to the Brain Drain, the first measure is to set up the people oriented management concept. Second, the quality of the leaders should be lifted. Last, human resource management system should be set up and pe