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企业普遍偏低的人力资源素质是无法通过人力资源的数量代替的。造成国企人才流失风险的内部因素归为观念落后、用人机制不合理、缺乏合理的绩效考核机制、分配制度不合理、待遇偏低。提出国企人才流失风险防控措施:严把招聘关;提供具有竞争力的薪酬待遇;设计有吸引力的福利;引入职业生涯规划;建设一支高素质的领导队伍;加强企业文化建设。最后提出企业若想提高效率,留住人更为重要,否则优秀人才的流失,将直接影响企业的兴旺与发达。
Generally low quality of human resources enterprises can not be replaced by the number of human resources. The internal factors that contributed to the risk of brain drain of state-owned enterprises are classified as backward concepts, unreasonable employment mechanism, lack of a reasonable performance appraisal mechanism, unreasonable distribution system and low treatment. Put forward the risk prevention and control measures for the brain drain of state-owned enterprises: strictly hiring off; providing competitive remuneration packages; designing attractive benefits; introducing career planning; building a highly qualified leadership team; and strengthening the building of enterprise culture. Finally, it is more important for enterprises to improve efficiency and retain people, otherwise the loss of outstanding talents will directly affect the prosperity and development of enterprises.