首钢长治钢铁公司员工流失的政策建议

　　摘要

　　在界定人才和人才流失相关概念的基础上,概述了我国国有钢铁企业人才流失的现状,认为国有钢铁企业人才流失呈现出高素质、高学历的特征,流失速度显现出逐年增快的趋势,人才主要流向东南沿海地区、经济效益高的行业、“三资”民营企业和发达国家。从宏观环境、微观企业和人才个体三方面分析了导致国有钢铁企业人才流失的因素,知识经济对人才的依赖和不断完善的人才流动体制为人才的流失创造了客观的环境,体制原因和历史原因导致国有钢铁企业竞争劣势,成为致使人才流失的重要因素;思想观念落后、文化建设乏力、用人机制不合理、薪酬分配不公平、福利分配不合理、人才培训等国有钢铁企业长期存在的诸多问题是导致人才流失的直接原因。本文通过对首钢长治钢铁有限公司员工满意度、流失意图问卷调查,以及部分流失员工离职原因访谈,分析该公司人才流失的原因。最后从政府行为和企业行为两个方面针对性地提出了控制人才流失的相关对策和建议,以期对国有钢铁企业人才工作提供一定的参考,为国有钢铁企业的发展略尽微薄。

　　关键字:国有钢铁企业,人才流失,薪酬福利,政府行为

　　Abstract

　　Based on defining the concepts of talent and brain drain, this paper gives an overview of thecurrent situation of brain drain in Chinese state-owned steel enterprises, which is characterized byhighly qualified and highly educated talent. The rate of brain drain shows tfie increasing tendency yearby year. The main flow of talent is to the southeast coastal areas, to the industry which produces higheconomic benefits,to the "three kinds of foreign-invested enterprises" and private enterprises, and todeveloped countries. It is analyzed that the factors which lead to the brain drain from three aspects: themacro environment, enterprises and individuals. The dependence of Knowledge Economy on talent andthe constantly improved system create an objective environment for the flow of talent The institutionalreasons and historical reasons lead to the competitive disadvantage of state-owned steel companies,which is an important reason for brain drain. However, the direct cause are the backward ideas andculture, unreasonable human resources management, unfair distribution of salaries and welfare, bademployment training and many other issues, which are long-term problems in state-owned steelenterprises. This article through to shougang changzhi iron and steel co” LTD., loss of employeesatisfaction, intention questionnaire, and some of ttie loss of employee turnover causes interviews,analysis the reasons of the loss of the company personnel. At last, suggestions are proposed to controlttie brain drain from two aspects: government actions and the corporate behavior, in order to provide areference to the human resource management and help the development of state-owned steel enterprises.

　　Key words: State-owned iron and steel enterprises. The brain drain,Salary and welfare,The governmentbehavior

　　目录

　　第一章 绪论

　　1.1研究背景及目的

　　1.2研究的理论意义和现实意义

　　1.3国内外研究现状

　　1.4研究方法及主要内容

　　第二章相关概念及理论阐释

　　2.1相关概念阐释

　　2.2才目关基础理论概述

　　第三章国有钢铁企业人才流失现状及影响

　　3.1国有钢铁企业人才流失的现状

　　3.2国有钢铁企业人才流失对企业产生的消极影响

　　第四章国有钢铁企业人才流失的原因分析

　　4.1宏观环境因素

　　4.2企业因素

　　4.3个人因素

　　第五章首钢长治钢铁有限公司人才流失成因实证研究

　　5.1首钢长治钢铁有限公司概况

　　5.2首钢长治钢铁有限公司人力资源构成情况

　　5.3首钢长治钢铁有限公司人才流失现状

　　5.4案例研究的方案设计

　　5.5首钢长治钢铁有限公司员工满意度问卷调查及结果分析

　　5.6对首钢长治钢铁有限公司部分流出者离职原因进行访谈

　　5.7首钢长治钢铁有限公司人才流失主要原因分析

　　第六章国有钢铁企业人才流失对策研究

　　6.1政府行力方面

　　6.2企业方面

　　第七章结束语

　　参考文献

　　致谢