| 太重煤机企业技术人才管理探析
本篇文章目录导航：
【题目】太重煤机企业技术人才管理探析
【第一章】煤机公司人才流失防范措施探究绪论
【第二章】人才流失相关概念与理论基础
【第三章】太重煤机技术人才流失现状及其影响
【第四章】煤机公司技术人才流失的案例及问卷调查
【第五章】太重煤机公司技术人才流失的对策
【第六章-参考文献】煤机生产企业人才管理研究结论与参考文献
摘 要
近年来，国有企业的改革进程不断加快，在一定程度上触动了原有的利益格局，在参与市场竞争的过程中，大部分员工摆脱了之前的择业观，从“铁饭碗”的执着中跳出来，从各个方面开始对企业进行对比选择，虽然我国国有企业在人才市场中仍占据一定的竞争优势，但仍在改革中体会到了员工流失问题的重要性。因为员工开始从企业的发展前景、薪资待遇、福利水平、工作环境和氛围等各个方面综合考虑来选择能够满足自身发展的企业和工作岗位。
为何有着天然优势的国企会发生人才流失问题？技术人才现在的择业需求是怎样的？如何来有效地控制和避免国企人才流失的问题？本文就这些疑问展开了写作。通过对太重煤机有限公司的深入调查研究，分析了太重煤机有限公司人才流失的现状、特点及其对各方面的影响，并探索导致人才流失的真正原因，进而提出缓解人才流失的相应对策。本文希望能够引起国有企业管理者对人才流失问题的重视，提高国有企业的人力资源管理水平，进而提高国有企业的竞争力。山西省太原市作为中部省会城市，对该地的老牌国有企业太重煤机有限公司展开了深层次地了解与切实地考察，有利于大家真正地清楚当前资源型企业进行艰难转型的整体状况。
本文的前两章，主要介绍了该研究的目的及意义、国内外发展研究概况、研究思路与方法，并且阐述了有关的概念与理论。然后第三章介绍了太重煤机有限公司技术人才流失的现状。第四章通过对太重煤机具体的人才流失情况的探究与相关问卷调查，找出了潜在的问题，然后研究了导致问题出现的因素。第五章，主要内容为综合太重煤机的真实状况，就发现的相关问题，制定了有针对性的切实可行的改进对策。
虽然对于人才流失问题的研究颇多，但是这些研究相对来说针对性不强，只是针对固定的老牌国有机械加工制造企业的分析探究。本文是围绕太重煤机有限公司在人才流失方面的问题进行的，深入到公司内部，通过对流失人才的访谈以及对企业职工进行问卷调查，总结出影响企业职工离职的关键因素，制定了缓解人才流失现象的措施，为太重煤机有限公司人力资源管理提供了有益的建议。此外还对此类型的企业制定了可参考的根据。
关键词： 国有企业；太重煤机有限公司；技术人才；人才流失
Abstract
In recent years, the reform process of the state-owned enterpriseshas been accelerating, to a certain extent, it has touched the original pattern ofinterest. In the process of participating in the market competition, most of theemployees get out of the previous outlook on job selection, jump out of thepersistence of the “iron rice bowl”and begin to contrast the enterprises fromvarious aspects, although China has a state of state. Enterprises still occupy acertain competitive advantage in the talent market, but still feel the importanceof employee turnover in the reform. Because employees begin to chooseenterprises and jobs that can meet their own development from the developmentprospects, salary treatment, welfare level, working environment and atmosphere.
Why is there a brain drain in state-owned enterprises with naturaladvantages? What is the demand for technology talents? How can we effectivelycontrol and avoid the problem of brain drain in state-owned enterprises? Thisarticle has been written on these questions. Through in-depth investigation andResearch on the heavy coal machinery Co., Ltd., this paper analyzes the currentsituation and characteristics of the brain drain of too heavy coal machinery Co.,Ltd. and its impact on all aspects, and explores the real causes leading to the lossof talent, and then puts forward the corresponding countermeasures to alleviatethe brain drain. This paper hopes to attract the attention of managers of state-owned enterprises to the problem of brain drain, improve the managementlevel of the human resources of the state-owned enterprises, and then improvethe competitiveness of the state-owned enterprises. As the central provincialcapital city of Taiyuan, Shanxi Province, the in-depth understanding and fieldinvestigation of the old state-owned enterprise too heavy coal machinery Co.,Ltd. will help people to know more truly the overall situation of the difficulttransformation of the resource based enterprises at the present stage.
In the first two chapters of this article, the author expounds the writingintention and method of writing, and gives a brief review of the related researchin the academic field, and discusses the related concepts and theoreticalfoundations. The third chapter describes the current situation of technicalpersonnel loss in Tai Zhong Coal Machine Co., Ltd. In the fourth chapter,through the case study and questionnaire survey, we find the existing problemsand analyze the reasons behind it. In the fifth chapter, based on the actualsituation of the heavy coal machine, aiming at the existing problems, the authorputs forward some feasible ways to improve it. Although it is aimed at thespecial research of the heavy coal machine limited company, it is hoped toprovide useful reference for the human resource management of the vastresource - based state-owned enterprises in our country.
Although there is a lot of research on the problem of brain drain, theresearch is relatively weak, and the research on a particular state-owned machinemanufacturing enterprise is relatively small. This paper studies the problem of brain drain in the company limited by heavy coal, and goes deep into thecompany. Through interviews with the lost talents and questionnaire survey tothe employees of the company, this paper analyzes the main reasons that affectthe turnover of the company employees, and puts forward the countermeasuresand suggestions to alleviate the problem of brain drain. The division of humanresources management has made useful suggestions. It also provides a referencefor other similar enterprises. With the method of interview and questionnairesurvey, this paper deeply analyzes the problems in the human resourcemanagement of too heavy coal machine Co., Ltd., analyzes the causes of thebrain drain, and explores the countermeasures to solve the brain drain.
Keyword: State-owned enterprises;Taiyuan heavy coal machine Co.;Technician;Brain drain
目录
1 绪论.
1.1 选题背景及意义.
1.1.1 现实背景.
1.1.2 研究意义
1.2 国内外研究现状综述.
1.2.1 国内研究综述.
1.2.2 国外研究综述.
1.3 研究思路与研究方法.
1.3.1 研究思路.
1.3.2 研究方法.
2 相关概念与理论基础.
2.1 相关概念
2.1.1 人才的概念.
2.1.2 人才流失的内涵.
2.2 理论基础.
2.2.1 人力资本理论.
2.2.2 人力资源管理理论.
2.2.3 相关激励理论.
3 太重煤机有限公司技术人才流失现状及其影响.
3.1 太重煤机有限公司人力资源概况.
3.1.1 公司机构设置情况.
3.1.2 公司人力资源概况.
3.2 太重煤机有限公司技术人才流失现状.
3.2.1 技术人才流失现状.
3.2.2 技术人才流失的特点.
3.3 太重煤机有限公司技术人才流失的影响.
3.3.1 对员工个人的影响.
3.3.2 对企业的影响.
3.3.3 对社会造成的影响.
4 太重煤机有限公司技术人才流失的案例及问卷调查.
4.1 技术人才流失的相关案例.
4.1.1 一线技术人才离职的访谈.
4.1.2 研发型技术人才离职的访谈.
4.2 问卷设计原则.
4.3 问卷基本情况.
4.3.1 问卷回收情况.
4.3.2 调查对象.
4.4 员工满意度模型.
4.5 技术人才流失的原因.
4.5.1 薪酬制度不科学.
4.5.2 用人机制不合理.
4.5.3 激励与约束机制不健全.
4.5.4 员工社会福利保障不完善.
4.5.5 良好的企业文化缺乏.
5 太重煤机有限公司技术人才流失的对策.
5.1 建立科学合理的薪酬机制.
5.1.1 建立薪酬机制的内部公平性.
5.1.2 加强薪酬机制的外部竞争性.
5.2 完善企业用人机制.
5.2.1 建立人才竞争及选拔机制.
5.2.2 畅通员工内部流动的渠道.
5.2.3 完善培训制度.
5.3 健全激励和约束制度.
5.4 完善员工社会福利的保障.
5.4.1 加强生活保障
5.4.2 完善工作保障.
5.5 营造良好的企业文化.
6 结论
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