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论文编号：	12989
作者编号：	2320190481
上传时间：	2021/12/16 18:18:17
中文题目：	MW公司核心人员流失问题原因及对策研究
英文题目：	Research on Cause Analysis and Countermeasure of Core Personnel Outflow in MW Company
指导老师：	崔勋
中文关键字：	核心人员；核心人员流失；互联网企业；核心人员流失管理
英文关键字：	Core Personnel；Core Personnel Outflow；Internet Companies; Core Personnel Outflow Management
中文摘要：	在当今高度竞争的市场环境中，企业正面临着核心人员管理的巨大挑战——企业间的竞争集中表现在对核心人员的竞争上。核心人员是企业里最优秀的、最难以替代的重要资源，核心人员也成为了市场各个企业间竞相争夺的对象。所以，当今企业的核心人员流失问题也日益突显，成为影响企业战略目标实现的掣肘因素。核心人员的流失会造成企业经营业绩下降、竞争力下降、成本增加、团队士气波动、影响公司商誉等无形资产以及商业机密泄露等多方面的不良影响，严重破坏着企业的长远发展。因此，做好核心人员流失问题管理，也成为了公司管理者应当提起重视的首要任务。 MW公司作为一家快速成长的中小互联网企业，拥有的核心人员质量和数量对其战略目标达成和持续发展壮大有着巨大的影响。近几年来，随着互联网巨头之间的核心人员争夺战的打响，和传统企业进军“互联网+”市场对核心人员的大力挖掘，以及小微互联网企业的爆发式增长，MW公司的核心人员流失现象日益突显。公司的发展受到了极大制约，不但影响了公司的经营业绩、管理成本，还对于在职人员的士气也产生了不良影响，甚至产生了机密泄露的问题。 本研究希望通过使用文献分析法、访谈法和问卷调查法，对MW公司的业务情况、组织结构、发展历程与企业文化、公司整体核心人员结构和薪酬情况、公司核心人员流失比例、分布状况以及核心人员流失原因调查结果等方面进行了较为系统的梳理，从外部环境因素、组织因素和个人因素三方面归纳了其核心人员流失问题产生的原因。进而提出了重视核心人员的多样化需求、重视沟通交流、完善核心人员流失干预措施等对MW公司核心人员流失管理策略的建议，并结合MW公司的具体情况提出保障流失管理策略建议能够有效实施的保障措施。 作者希望通过本文的分析和研究，可以实现帮助MW公司健全核心人员管理制度，脱离核心人员流失的泥潭，实现有效减少核心人员流失的目的。同时，通过对MW公司核心人员流失问题的分析和讨论，可以为其他互联网企业的核心人员流失问题的解决提供借鉴意义。
英文摘要：	In today's highly competitive market environment，enterprises are facing great challenges in talent management. The competition among enterprises is concentrated in the competition for talents. Talents are the most excellent and irreplaceable resource in enterprises. They have become the object of competition among enterprises in the market. Thus the problem of talent drain in enterprises has become increasingly prominent and a constraint factor that affects the realization of the strategic objectives of enterprises. The talent drain will lead to adverse effects in many aspects, such as a decline in business performance，a decline in competitiveness, an increase in cost, fluctuations in team morale, a decline in company valuation, and disclosure of trade secrets, seriously undermining the long-term development of enterprises. Therefore doing a good job in the management of talent drain has become the primary task that company managers should pay attention to. As a fast-growing internet corporate, MW Company has increasingly serious problems of the talent drain. The quality and density of talents have a great influence on whether their strategic objectives can be achieved and whether they can continue to grow and develop. In recent years, MW company has experienced frequent talent drain, with the start of the battle for talents among Internet giants, the great efforts to tap talents the traditional enterprises made as they entering in the "internet plus" market, and the explosive growth of small and micro-Internet companies. The development of MW company has been greatly restricted. It not only affects the company's business performance and management cost, but also has a bad influence on the morale of the employees, and even lead to problems of confidential disclosure. Through researches on the talent structure, salary and brain drain of MW Company, by means of literature analysis, interviews and questionnaires, this study hopes to explore the reasons of brain drain from various aspects, such as external environmental, organizational and personal factors. It then gives suggestions on talent drain management strategies, such as attaching importance to the diversified needs of talents, to communication and to intervention measures for brain drain. It also put forward safeguard measures. The author hopes that through the analysis and research of this article, it can help MW Company to improve its talent management system and achieve the goal of effectively reducing the talent drain, and get rid of the quagmire. At the same time, it hopes to provide reference for other Internet enterprises to solve the brain drain problem.
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