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论文编号：	6759
作者编号：	2120122978
上传时间：	2014/12/5 20:51:23
中文题目：	NPE公司核心人才流失及留用管理研究
英文题目：	Research on Outflow of Targeted Talents and Retention Management of NPE Company
指导老师：	崔勋
中文关键字：	核心人才;员工留用;满意度调查;个人发展计划
英文关键字：	Core employee;Retention;Employees’ job satisfaction survey;Personal development process
中文摘要：	随着中国的改革开放和外资企业的不断涌入，在华投资企业的运作越来越靠近国际化的运作管理。全球化雇佣模式的转变使得中国式传统的长期忠于组织的雇佣关系受到冲击，人们越来越在意自己的职业发展道路而非公司的铁饭碗。在经济快速发展的今天，员工的高离职率已经受到很多企业的关注，特别是在企业运营中起着关键作用的核心人才更是企业管理者想尽办法留住的对象，因为他们是企业利润的主要创造者。 企业核心人才的流失必定会为企业带来诸多不良影响。核心人才掌握着企业的专业技术，把持着公司的销售渠道，控制着企业的核心资源，他们一旦离开，将对公司的利润，企业的创新和发展，以及组织中其他员工的士气造成不良影响。 员工满意度调查及个人发展计划可以帮助企业了解核心员工的真实想法，以此评估企业的内部风险，找出问题所在，设法解决企业存在的隐患，规避风险。本文在企业核心人才管理，员工流失理论及核心人才留用策略等相关研究基础上，通过借鉴国内外相关核心人才管理的理论，分析当前NPE公司在特定环境下核心人才的离职情况，剖析他们的离职原因以及给企业带来的负面影响，并结合核心人才的满意度调查及个人发展计划，找出了NPE公司在核心员工留用方面所存在的不足。薪酬福利缺乏竞争力，员工职业发展通道不够明确，公司发展道路不够清晰，项目管理不够完善，企业文化宣传有待提高，通过对以上问题的研究分析，探索出核心人才的保留策略，在明确公司发展目标、优化企业管理、完善核心员工的激励措施、创建企业与员工间的沟通渠道，为企业的核心人才保留提出了切实可行的建议。
英文摘要：	As China's reform and opening up as well as the continuous influx of foreign investment in China, the enterprises’ operation and management is more and more close to the international. The change of employment modes impacts Chinese traditional employment relationship, that is, long-term loyalty to the organization. More and more employees care about their career path instead of working with one company in the whole life. With the rapid economic development, employee’s high turnover rate has been focused by many enterprises. Especially for the core talent who plays the key role in enterprise, they have been target who the managers want to keep. The enterprise missing talent will bring many adverse effects for the enterprise. The core talents hold professional technology and the sales channels of the enterprise, and control the core resource of the company. Once they leave, it will influence the company's profit, the enterprise’s innovation and development, and other staff’s morale in the organization. Employee’s Job satisfaction survey and personal development process can help enterprises understand the core staff's real idea, in order to assess the enterprise's internal risk. It would help organization to find the problems and keep the enterprise of hidden danger so as to avoid risk. Based on the theories of core talent management in enterprises, employment turnover and core talent retention strategies, and related core talent management theory at home and abroad, the paper analyzes core talent’s turnover of NPE Company under the current situation, and explores the cause of core staff’s leaving as well as the negative influence. In addition, combining the core talent’s satisfaction survey and personal development process, the paper finds out the weakness in retention work of NPE Company: lack of competitive in compensation and benefits, employee’s career development channel not clear, the company’s strategic development vague, project management not perfect, and the promotion of company culture in need of improving. Through the research of the above issues, the paper concludes the ways of core employees’ retention after clarifying of company's strategy, optimizing company management, improving core staff’s incentives, and establishing the bridge for better communication between the employer and employees. Finally, the paper puts forward suggestion for core employee’s further retention management in NPE Company.
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