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近年来随着互联网时代的到来,随着市场经济的不断发展,我国经济进入新常态,经济下行的压力逐渐增加,很多行业开始进行深度转型以谋求新的发展路径。特别是我国的一些大型国有企业已经迈入到不得不转型的关键时期。但是,在转型发展的新时期,很多国有企业的经济效益增长的速度放缓,还有的甚至出现了负增长。面对这种变化,国有企业中的很多专业人才、核心技术人员纷纷跳槽转行,投向能够获得更好的职业发展生涯的单位,国有企业人才流失现象严重。针对这些问题,笔者将对目前我国国有企业人才队伍建设中存在的问题进行探讨,并提出解决问题的有效策略,为促进我国国有企业的发展提供人力资源保障。
With the advent of the Internet era in recent years, with the continuous development of the market economy, the economy of our country has entered a new normal and the downward pressure on the economy has gradually increased. Many industries have begun to make in-depth restructuring in order to seek new paths of development. In particular, some of China’s large state-owned enterprises have already entered a crucial period in which they have to transition. However, in the new period of transformation and development, the economic benefits of many state-owned enterprises slowed down, and some even experienced negative growth. In the face of such changes, many professionals and core technical personnel in state-owned enterprises have switched from one job to another, and those who have been able to gain a better career in career development have serious brain drain from state-owned enterprises. In response to these problems, the author will discuss the existing problems in the current state-owned enterprise talent pool construction in our country and put forward effective strategies to solve the problems, and provide human resources protection for promoting the development of state-owned enterprises in our country.