海南中小企业人才流失问题探究.doc

摘要 当今社会，随着中国市场经济的不断深化，企业竞争日趋激烈，人力资源作为最具活力，最具发展前景，最具收益的战略资源，成为企业参与竞争和谋求发展的主导因素。人力资源是企业最重要的竞争资源，想要获得持久的竞争优势，必须要依靠构筑人力资源竞争力，拥有比对手更优秀，素质更高的人才，他们必须具备高忠诚，高主动性和创造力。人才流失是企业资本的流失，与企业生存发展息息相关。如何解决人才流失问题，是现在中小型企业要解决的首要问题。 本文通过对于海南人才流失现状问题探究，运用实践与理论相结合等方式对于企业发展现状以及人力资源相关知识对探究问题进行分析，认为海南的中小企业人力资源管理方面处于传统人事管理阶段，人力资源管理机构定位较低，对于培训以及行之有效的奖励机制投入不足，岗位配置不明确等原因，突出的表现出了乐韵文化传媒公司人才流失的问题日益加剧。要解决这样的问题，建议首先要提高认识，不断完善人力资源管理的体系，不仅管理者的素质需要得到提高，岗位设计，和人力资源配置规范化等方面都需要进行科学的，系统的调整。[1] 关键词 中小企业 人才流失 对策 Abstract In todays society, with the deepening of Chinas market economy, the.enterprise competition becomes increasingly fierce, the human resources as the most dynamic, the most promising, the most revenue strategic resource, become enterprises to participate in the competition and strive for the development of the dominant factors. Human resources are the most important resource of enterprise competition, want to get lasting competitive advantage, must rely on building human resources competitiveness, with more excellent than their rivals, higher quality talents, they must have high loyalty, high initiative and creativity. and enterprises survival and development is closely linked. How to solve the brain drain problem, is now small and medium enterprises to solve the most important question. This article through to hainan brain drain problem present situation investigation, think small and medium-sized enterprise management of human resources in the traditional personnel management phase, the human resources management institutions positioning is low, for training and effective mechanism of rewarding investment, less post configuration is not clear, and other factors, the outstanding performance out of the classics culture media company the problem of brain drain aggravating. managers need to be improved, post design, and human resource allocation standardization, the need for science, system of adjustment. Keywords Small and medium-sized enterprise the brain drain countermeasures[1] 目录 TOC \