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随着全球经济一体化进程的加快,企业间的竞争日趋激烈,企业的竞争归根结底是人才的竞争,中小民营企业的生存与发展必须依靠人才。以80后为主力的青年员工在企业人才结构中占有很大比例,成为企业尤其是中小企业的主力军。很多中小民营企业在对人才的吸引力方面与大企业相比较存在弱势,面临人才流失或离职率升高的困境。传统的激励管理模式受到挑战。建立新型的符合新时代要求的激励机制,激发青年员工的工作积极性和培养企业忠诚度,已是我国中小民营企业亟需解决的问题。
With the acceleration of global economic integration and the increasingly fierce competition among enterprises, the competition of enterprises is ultimately the competition of talents. The survival and development of small and medium-sized private enterprises must rely on talents. The majority of young employees who take post-1980s occupy a large proportion of the corporate talent structure and become the main force of enterprises, especially small and medium-sized enterprises. Many small and medium-sized private enterprises are disadvantaged in comparison with large enterprises in attracting talents, facing the dilemma of brain drain or rising turnover rate. The traditional incentive management model is challenged. Establishing a new type of incentive mechanism that meets the requirements of the new era, stimulating the enthusiasm of young employees and fostering their loyalty has become a pressing issue for small and medium private enterprises in our country.