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论文编号：	4224
作者编号：	2120102372
上传时间：	2012/6/5 21:35:49
中文题目：	企业关键岗位员工的离职风险防范机制研究
英文题目：	A Study on Risk Defending System of Employees’ Turnover on Key Positions in the Enterprises
指导老师：	袁庆宏
中文关键字：	关键岗位员工，离职风险防范，人力资本专用性，功能柔性
英文关键字：	employees on key positions, turnover risk defending, specific human capital, functional flexibility
中文摘要：	关键岗位员工是企业的核心资源，是企业持续发展的关键动力。对企业关键岗位员工的管理引起实业界和理论界的关注，尤其是突发的关键岗位员工的主动离职问题成为重点难题。企业关键岗位员工的流失不仅会造成企业人才链的断裂，还会造成企业知识的流失，对组织的稳定和持续性均构成威胁。因此，构建关键岗位员工的离职风险防范机制对于缓冲因离职对企业造成的损失有重要意义。 本研究的研究意义在于，在理论上，有利于保持组织知识的持续发展，同时既可以保证企业存在适量的人力资源冗余发挥到最好的效果，也可以将企业成本-收益控制在最优配置状态；从实践意义上讲，组织是一个半开放性系统，企业时刻面临着不确定性环境，可以保证企业即使在突发情况下也有合格的候选人填补关键岗位空缺，为企业持续发展提供有力保障。 本研究采用的研究方法主要有文献研究法、比较分析法、案例分析法以及二手资料分析法。本研究的贡献在于对现有关键岗位员工的相关文献进行了梳理，并回顾了人力资本、知识、人力资源柔性等相关理论；将企业的关键岗位员工划分为A、B两类，并分别提出离职风险防范的理论依据，同时加以例证；并55 依据本研究提出的防范措施，构建了离职风险防范机制模型。本研究的主要结论：关键岗位员工的离职风险防范主要通过以下手段实现：（1）对于A类，即具有不可替代性的关键岗位员工，采用人力资本投资企业专用化和个性化激励的措施；（2）对于B类，即具有可替代性的关键岗位员工，基于企业知识持续化发展思路，从人与企业专用知识剥离的角度，主要通过个人知识组织化和获取功能柔性实现；（3）对于A、B两类，还可以通过动态的人才储备、签订服务协议及与组织外部中介的合作等辅助措施实现。 本研究旨在通过关键岗位员工的离职风险防范机制的建立，为企业处理防范关键岗位员工的离职风险问题提供有益借鉴。
英文摘要：	Employees on key positions are enterprises' core resources, and the key power for sustainable development. How to manage employees on key positions raises concern from both practitioners and scholars, especially for that sudden and active turnover of employees on key positions become key problems. The brain drain of employees on key positions will not only cause loss of talent chain rupture, it will also cause the loss of enterprise knowledge and affect the organization's stability and sustainability. Therefore, it is important to construct the risk control mechanism of turnover for employees on key positions to buffer the loss causing by turnover. This study is of great significance. In theory, it maintains the sustainability of organizational knowledge, and can make the right amount of slack human resources playing the best role; and also can make an optimal configuration state from the cost and benefit perspective. From the practical point, as the organization is a half open system, and the enterprises facing uncertain environment, it ensures the enterprises have qualified candidates to fill the vacant key positions even in an emergency, and provides powerful guarantee for sustainable development of enterprises. Literature methodology, comparative analysis, case analysis and secondary data analysis are the main research methods in this study. The contribution of this study is that the author review the related literature of key positions and the theories about human capital, knowledge management and human resource flexibility; and then divide the employees on key positions into two kinds, namely A and B, and put forward to the theoretical basis relatively, and then take an example; Finally the author put forward the risk defending system. The main conclusions of the study are as follows. the risk prevention of the employees’ turnover on key positions risk can be realized through the following means: as to those irreplaceable employees on key positions, using the specific human capital investment and personalized incentive measures; as to those replaceable employees on key positions, based on the sustainable development of specific knowledge of enterprises, mainly using the way of transferring personalized knowledge to organizational knowledge and obtain functional flexibility from the view of stripping between people and knowledge; in the meanwhile, it can be realized by talent reservation, signing service agreement or cooperation with external intermediaries. This study aims to provide the references for enterprises to manage turnover about employees on key positions through the construction of risk defending.
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