关于建筑施工企业如何留住人才的思考——以某国有施工企业为例

Thinking on How to Retain Talents in Construction Enterprises:Take a State-owned Construction Enterprise as an Example

我国建筑业一直以来属于劳动密集型行业,而随着我国人口红利的消失,人才资源的竞争日趋激烈,这对施工企业的人力资源管理提出了更高的要求。本文以某国有施工企业为例,针对施工企业人才流失问题,研究提出相对应的管理优化策略。首先,通过分析国有施工企业现有的人才流失现状,对流失原因进行了归类分析,发现其既有政策导向上的偏颇,也有管理制度上的欠缺;既有企业外部原因,也有企业内部原因。最后,提出从建章立制、生涯规划、薪酬激励、企业文化等方面,多措并举,有效规避人才流失现象。本论文对于施工企业加强人力资源管理具有一定的理论和现实意义。

China's construction industry has always been a labor-intensive industry,and with the disappearance of China's demographic dividend,the competition for human resources has become increasingly fierce,which has put forward higher requirements for human resources management of construction companies.This article takes a state-owned construction enterprise as an example to study the brain drain problem of construction enterprises,and proposes corresponding management optimization strategies.Firstly,by analyzing the current state of brain drain in state-owned construction enterprises,the causes of the brain drain are classified and found that it has both policy-oriented bias and management system deficiencies;both external and internal reasons.Finally,it is proposed to take multiple measures from the aspects of establishing rules and regulations,career planning,salary incentives,corporate culture,etc.to effectively avoid the brain drain phenomenon.This paper has certain theoretical and practical significance for construction enterprises to strengthen human resource management.