外文文献翻译--民营企业人才流失的原因及治理对策

《外文文献翻译--民营企业人才流失的原因及治理对策》由会员分享，可在线阅读，更多相关《外文文献翻译--民营企业人才流失的原因及治理对策（13页珍藏版）》请在毕设资料网上搜索。

1、中文 3580 字 毕业论文英文翻译 学生姓名： 学生学号： 专业班级： 指导教师： 管 理 学 院 2012.5.8 2 Private enterprises and the reasons for wastage control measures （ Rong Zhang Beijing Jiaotong University College of economic management Beijing 100044） The use of a pick to the energy level corresponding human resources management, syste

2、ms dynamics, objectives and principles inspiring on Chinas accession to the WTO, private enterprises will be increasing competition among professionals. In view of the current brain drain of some private enterprises, such as the status of high-quality talent recruitment difficulties, the author cond

3、ucted a detailed analysis and exploration, and the status of private enterprises wastage governance strategies. Private enterprises Brain drain analysis wastage control measures 2004, the private economy, to be engraved in the memory of many people. 911% of the GDP achieved spectacular growth, inclu

4、ding the promotion of the private economy in Chinas economic development is the most dynamic force one. 100 strong private enterprises listed revenues grew by 16,106% scale, 36.164 thousand% net profit growth, net assets yield reached 12,154%, are the best in the history of the regeneration achievem

5、ents. But with the development of private enterprises, many of the development problems gradually exposed, such as business owners as a result of environmental, cultural and other factors, business operations have not been regulated, and internal management chaos； For the future development of enter

6、prises lack long-term planning； Submissive to the pro - and everywhere beware of talent unattractive particularly in the area of human resources management status, It is not optimistic. In the face of increasingly fierce competition and complex situation, particularly Chinas WTO accession, many are

7、relying on the original bold, or the tradition of hard work advocate private entrepreneurs have felt on its own strength, has been insufficient to 3 meet the current operating conditions. Therefore, most private enterprises have realized the importance of talent, and was willing to use high salaries

8、 to recruit capable enterprises. However, most private enterprises overall human resources management concept is very weak, strokes, personnel, procedures and the work of keeping talent such as transport mechanisms have done considerable. Resulting in the introduction of talent very difficult, are u

9、nable to retain and attract talent. Private enterprises wastage reason analysis 1. Private enterprises chaotic internal management, inadequate internal management system, the lack of basic systems, irrational structure, the management of enterprises, people - oriented. To the staff at a loss, not kn

10、owing what to do to meet the business requirements. In the absence of clear criteria for the work, even if the employees work hard and get recognition. Enterprise management mainly people many things, the lack of written system norms. Or even with some norms, but in fact we do not attach importance

11、to non-compliance or even do things blindly pursuing too straightforward, small-scale work or before the old habits, some distance away from the modern enterprise management system far. Especially enterprises pay performance appraisal system is not perfect and seriously affect the value of key perso

12、nnel. For example : a company of the original family management in wages, welfare, treatment, family members than outsiders to be high, although these people management, production, marketing, and a series of performance are not as outsiders, and family members to prevent personal interests strongly

13、 outsiders, leading to the key personnel of enterprises because of the lack of recognition switch. 2. Dissatisfied with the working environment is one of the main causes of brain drain. The first is not satisfied with the work atmosphere, the lack of communication between staff, the lack of harmonio

14、us working atmosphere. Boss personal authority is too high, no personal opinion to the staff, individual staff performance not sure, have a feeling. Next to their work with, such as the objectives and tasks of the work is not clear, the loss of enthusiasm for its work, a lack of interest, no novelty, the lack of challenge, lack of personal achievement