大型企业人才流失问题分析及应对方略

ANALYSIS OF THE PROBLEM OF TALENTS' DROPOUT FROM LARGE ENTERPRISES AND ITS COUNTERMEASURES

大型企业仅依赖于高额工资或签订劳务合同很难真正留住优秀的人才。人员的流失一方面是由其稀缺性造成的,但更多的是由于其他一些客观或主观原因,如沟通不良、企业的环境不好、对工作本身缺乏兴趣、不认同公司的价值观等。优秀员工的流失往往会给企业带来损失,企业应采取培养员工的自我职业发展能力,加强沟通,提供福利计划等措施来降低人才流失率。

It is hard for large enterprises to urge talents to stay by depending on higher salary or signing labour contracts. On one hand, talents＇ dropout results from scarcity. However, the more causes are due to some objective and subjective reasons, such as bad communication, worse surroundings of enterprises, lack of interest in their work and failure to recognize the companies＇ values, etc. Enterprises will suffer heavy losses due to the top staff dropout. Therefore enterprises should take measures to train the self-developing ability of staff＇ s career, to strengthen communication, to provide well-being welfare so as to reduce talents＇ dropout.