上海铁通科技人才流失问题研究.pdf

北京交通大学
硕士学位论文
上海铁通科技人才流失问题研究
姓名:梅请
申请学位级别:硕士
专业:工商管理
指导教师:史振磊
20080501
北京交通大学专业硕土士学位论文
中文摘要
中文摘要
摘要:目前,越来越多的企业在科技人才管理方面受到严重挑战,普遍存在员工
流失频繁,应对策略匮乏,管理成本上升等现象。在这样的社会大背景下,上海
铁通同样面临着科技人才大量流失的问题。因此,如何面对和控制企业科技人才
流失,稳定人オ队伍,増强企业凝聚力,提高人オ的工作绩效,把人才管理有效
地融入到企业发展战略中去,己成为上海铁通人力资源管理所面临的主要问题
本文首先对人力资本、人オ、科技人オ、人流失的概念进行了界定,同时
对国内外有关人才流失的文献进行了分析和评论,为上海铁通科技人才流失原因
的分析奠定理论基础。
其次,通过对上海铁通离职科技人オ的问卷调査和公司已有相关资料的分析,
运用 Price-muelle(200模型,对导致人才流失的环境变量、个体变量、结构变量
和控制变量等四个要素进行了详尽的考察分析,得出上海铁通科技人才流失的原
因主要包括:人才流入方式单一;职业生涯发展规划不健全;薪酬体系不完善
考核、晋升制度有失公平以及人才对公司发展前景缺乏信心等。
最后,通过对上海铁通科技人才流失的原因分析,提出了一系列对策,包括:
控制人才流入环节;加强职业培训及开展职业生涯规划;制定激励性的薪酬体系,
留住人オ;加强离职管理和建立企业利益保护系统,减少人才流失给企业带来的
影响,改善上海铁通科技人オ流失的状况。
关键词:科技人;人オ流失;人力资源管理;对策
分类号:
北京交通大学专业硕十学位论文
ABSTRACT
ABSTRACT
ABSTRACT Nowadays, more and more enterprises are facing serious challenges in
terms of managing sci-tech talents. Those challengers are, but not limited to, fast
turnover rate; no good retaining strategy; increasing of management costs. Shanghai
Tietong is also facing the same challengers. So it has becoming critical for Shanghai
Tietong to develop an overall strategy to control the turnover rate, to build up a team
with strong cohesion and to increase work efficiency, and melt all these effective
personnel management techniques into the company's development strategy has become
the main focus of Shanghai Tietong's human resources management
This article. first of all. defines the terms of talents. sci-tech talents and the brain
drain concept. Then it analyzes and comments on the domestic and international essays
regarding the loss of talents issue, and provides strong academic basis to the analysis of
Shanghai Tietong's loss of sci-tech talents issue
Also, after a thorough research and analysis through Price-mueller(2000)module
on Shanghai Tietong's exit interview questionnaires, a conclusion has been reached, in
perspectives of environment variable, individual variable, structure vanable and control
variable, that the main reasons of Shanghai Tietong's loss of sci-tech talents are: limited
talents attraction channel; unsound career development system; incomplete
compensation and benefits system; unfair evaluation and promotion system and
employees have no confidence in the company's future development
Finally, based on the analysis of the main reasons of Shanghai Tie Tong's loss of
sci-tech talents issue, this article provides some suggestions on how to change the status
including expands talents attraction channels; reinforce career training and career
development system; establish competitive compensation and benefits system; reinforce
exit management and establish enterprise interest protection system etc
KEYWORDS: Sci-tech Talents; Brain Drain; Human Resource Management;
Countermeasure
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