民营中小企业人才流失的“三年之痒”剖析及对策初探

On the Every-three-years' Review of Talent Outflow in Moderate and Small Private Enterprises and the Countermeasures

人才流失作为企业面临的一大问题,已成为制约企业发展的瓶颈问题,人才流动的"三年之痒"更成为困惑企业经营者的难题。民营中小企业由于其本身人才储备等方面的原因受到的冲击更大,造成人才流失的既有公司管理方面存在弊病也有流失人才自身因素。文章旨在对人才流失现象进行原因探索及对策研究,正确认识人才流动"环生效应",构建温情人才管理模式,创造人才"流而不失"的企业文化,健全制度管理,强化合同保障、社会福利的措施,给民营企业人力资源管理提供一些启示。

Talent drain has become the main problem to enterprises, as a bottleneck restricting their development. Every-three-years＇ review of talent outflow even becomes the difficulty puzzled the entrepreneurs. Moderate and small private enterprises suffering more impaction due to their own talents reserve, such as the internal management, the talents themselves. Countermeasure study of talent drain can provide inspiration to urge the human resource department to recognize the talents outflow effect is reasonable. And this topic will help the enterprises to establish warm talents management pattern, create the corporate culture of normal talent outflow, improve internal system procedure, strengthen management for employ contract and social welfare.