摘要(yao)：酒店(dian)行業(ye)是最關注人的(de)(de)(de)(de)感受的(de)(de)(de)(de)一個(ge)(ge)行業(ye)，這里不應該只是針(zhen)對(dui)(dui)于他(ta)們的(de)(de)(de)(de)顧客，對(dui)(dui)于服務這些賓(bin)客的(de)(de)(de)(de)員(yuan)(yuan)工(gong)(gong)感受同(tong)等(deng)重要(yao)，員(yuan)(yuan)工(gong)(gong)在與(yu)賓(bin)客交流(liu)和(he)接(jie)觸的(de)(de)(de)(de)過程中決(jue)定著賓(bin)客體驗好壞，直接(jie)聯系著企業(ye)的(de)(de)(de)(de)生(sheng)產經營，并且(qie)核心員(yuan)(yuan)工(gong)(gong)對(dui)(dui)于企業(ye)是難以被代替的(de)(de)(de)(de)，他(ta)們所創造的(de)(de)(de)(de)價值也是巨大(da)的(de)(de)(de)(de)，然而(er)隨(sui)著酒店(dian)人才市場(chang)(chang)需(xu)求(qiu)日益增大(da)、地區的(de)(de)(de)(de)差異擴大(da)、企業(ye)內部的(de)(de)(de)(de)實力(li)、人才需(xu)求(qiu)的(de)(de)(de)(de)匱乏、社(she)會競爭的(de)(de)(de)(de)加劇，導致核心員(yuan)(yuan)工(gong)(gong)的(de)(de)(de)(de)流(liu)失(shi)率(lv)越來越大(da)。這也成為(wei)飯店(dian)管理者(zhe)最為(wei)關注的(de)(de)(de)(de)問題之(zhi)一。針(zhen)對(dui)(dui)于員(yuan)(yuan)工(gong)(gong)的(de)(de)(de)(de)流(liu)失(shi)，本文在對(dui)(dui)名詞概念(nian)的(de)(de)(de)(de)解釋、員(yuan)(yuan)工(gong)(gong)流(liu)失(shi)原因分析、市場(chang)(chang)內外部環(huan)境的(de)(de)(de)(de)基礎上、討論企業(ye)想(xiang)把員(yuan)(yuan)工(gong)(gong)留住(zhu)的(de)(de)(de)(de)關鍵在于企業(ye)能打(da)造自身品牌(pai)力(li)，通過多方面的(de)(de)(de)(de)措施將自身建(jian)設為(wei)一個(ge)(ge)員(yuan)(yuan)工(gong)(gong)滿意(yi)的(de)(de)(de)(de)并愿意(yi)為(wei)之(zhi)付出(chu)的(de)(de)(de)(de)企業(ye)。并且(qie)希(xi)望對(dui)(dui)于人力(li)資源管理的(de)(de)(de)(de)研究可以提供一定的(de)(de)(de)(de)參考意(yi)義。

關鍵詞：酒店員(yuan)工(gong)；忠誠(cheng)度(du)；流失率；流失原因；員(yuan)工(gong)滿意(yi)度(du)

一、研究(jiu)酒店員(yuan)工流失的目的和意(yi)義

1.問(wen)(wen)題(ti)提出飯(fan)(fan)(fan)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)是(shi)(shi)指通(tong)過主動(dong)(dong)或非(fei)(fei)主動(dong)(dong)結束與飯(fan)(fan)(fan)店(dian)(dian)(dian)的(de)(de)(de)(de)(de)勞動(dong)(dong)關系，飯(fan)(fan)(fan)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)主動(dong)(dong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)是(shi)(shi)指員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)主動(dong)(dong)離開所(suo)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作的(de)(de)(de)(de)(de)飯(fan)(fan)(fan)店(dian)(dian)(dian)，也(ye)就是(shi)(shi)我們現(xian)在(zai)經(jing)(jing)常(chang)所(suo)說的(de)(de)(de)(de)(de)跳槽。飯(fan)(fan)(fan)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)已經(jing)(jing)成(cheng)為(wei)(wei)(wei)一(yi)種普遍存在(zai)的(de)(de)(de)(de)(de)行業(ye)(ye)(ye)現(xian)象。而(er)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率就是(shi)(shi)在(zai)統(tong)計期(qi)(qi)內(nei)離職員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)占單(dan)位員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)總數(shu)(shu)的(de)(de)(de)(de)(de)比例(li)。根據行業(ye)(ye)(ye)內(nei)公式-員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率=員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)人(ren)(ren)數(shu)(shu)/（期(qi)(qi)初(chu)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)人(ren)(ren)數(shu)(shu)+本(ben)(ben)期(qi)(qi)增加(jia)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)人(ren)(ren)數(shu)(shu)）*100%；在(zai)2012年(nian)亞(ya)太人(ren)(ren)力資(zi)源協會在(zai)一(yi)套(tao)針(zhen)對(dui)(dui)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率的(de)(de)(de)(de)(de)統(tong)計分析(xi)中(zhong)定義(yi)10%-15%算是(shi)(shi)目前的(de)(de)(de)(de)(de)一(yi)個(ge)合理范圍，根據最新星級酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)的(de)(de)(de)(de)(de)調查報告，國(guo)內(nei)超(chao)過此(ci)數(shu)(shu)據的(de)(de)(de)(de)(de)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)占比40%，研(yan)究(jiu)(jiu)(jiu)數(shu)(shu)據表明酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)業(ye)(ye)(ye)在(zai)近(jin)些年(nian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)平均流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率為(wei)(wei)(wei)24.27%，已經(jing)(jing)接近(jin)了2.5倍(bei)，而(er)且此(ci)比例(li)在(zai)逐年(nian)遞(di)增，表明國(guo)內(nei)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)問(wen)(wen)題(ti)的(de)(de)(de)(de)(de)非(fei)(fei)正(zheng)常(chang)性(xing)，更加(jia)值得注意的(de)(de)(de)(de)(de)是(shi)(shi)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率中(zhong)占比大多是(shi)(shi)主動(dong)(dong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)，因此(ci)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)(de)(de)主動(dong)(dong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)成(cheng)為(wei)(wei)(wei)困擾現(xian)今(jin)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)行業(ye)(ye)(ye)的(de)(de)(de)(de)(de)不(bu)(bu)可(ke)(ke)忽視的(de)(de)(de)(de)(de)問(wen)(wen)題(ti)。例(li)如服(fu)務質量下降，流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)客源，崗位空缺(que)導致(zhi)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作強度增加(jia)，補(bu)充空缺(que)所(suo)需人(ren)(ren)力資(zi)源招(zhao)聘成(cheng)本(ben)(ben)整(zheng)體提高，酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)行業(ye)(ye)(ye)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)率的(de)(de)(de)(de)(de)不(bu)(bu)斷增加(jia)，已經(jing)(jing)成(cheng)為(wei)(wei)(wei)妨礙(ai)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)經(jing)(jing)營發(fa)展的(de)(de)(de)(de)(de)重(zhong)(zhong)點(dian)因素(su)(su)之(zhi)一(yi)，同時也(ye)是(shi)(shi)難(nan)點(dian)問(wen)(wen)題(ti)，應引起旅游管(guan)理研(yan)究(jiu)(jiu)(jiu)領域的(de)(de)(de)(de)(de)重(zhong)(zhong)視。2.研(yan)究(jiu)(jiu)(jiu)意義(yi)飯(fan)(fan)(fan)店(dian)(dian)(dian)業(ye)(ye)(ye)的(de)(de)(de)(de)(de)核(he)心(xin)產(chan)品—人(ren)(ren)。正(zheng)因如此(ci)，優(you)秀(xiu)(xiu)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)是(shi)(shi)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)的(de)(de)(de)(de)(de)靈(ling)魂。隨(sui)著市場競(jing)爭(zheng)日益激(ji)烈化(hua)，部分獨(du)具慧眼的(de)(de)(de)(de)(de)管(guan)理者發(fa)現(xian)，技術、產(chan)品創新、硬件提高等傳統(tong)的(de)(de)(de)(de)(de)競(jing)爭(zheng)優(you)勢正(zheng)在(zai)被(bei)優(you)秀(xiu)(xiu)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)所(suo)代替(ti)，并且慢慢成(cheng)為(wei)(wei)(wei)了核(he)心(xin)競(jing)爭(zheng)力。但(dan)還沒有(you)找到有(you)效(xiao)抑制員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)的(de)(de)(de)(de)(de)辦法，因此(ci)了解(jie)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)現(xian)狀(zhuang)，揭示員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)對(dui)(dui)飯(fan)(fan)(fan)店(dian)(dian)(dian)的(de)(de)(de)(de)(de)影響，并發(fa)現(xian)及(ji)尋(xun)找有(you)效(xiao)對(dui)(dui)策成(cheng)為(wei)(wei)(wei)本(ben)(ben)文的(de)(de)(de)(de)(de)研(yan)究(jiu)(jiu)(jiu)方向。3.論文視角本(ben)(ben)文在(zai)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)管(guan)理的(de)(de)(de)(de)(de)立場上，從管(guan)理學(xue)角度，探討因培訓、晉升、薪酬等相關制度而(er)導致(zhi)的(de)(de)(de)(de)(de)飯(fan)(fan)(fan)店(dian)(dian)(dian)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)主動(dong)(dong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)，提出相對(dui)(dui)于對(dui)(dui)策。通(tong)過適(shi)當調整(zheng)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)內(nei)的(de)(de)(de)(de)(de)可(ke)(ke)控因素(su)(su)，適(shi)當減少及(ji)控制員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)(shi)(shi)(shi)(shi)。尤其是(shi)(shi)酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)內(nei)部的(de)(de)(de)(de)(de)核(he)心(xin)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)和優(you)質員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)保證從長遠的(de)(de)(de)(de)(de)運營管(guan)理中(zhong)有(you)利于酒(jiu)(jiu)(jiu)店(dian)(dian)(dian)的(de)(de)(de)(de)(de)發(fa)展。

二、中小型酒店(dian)員(yuan)工流失現象(xiang)及特點(dian)

1.酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)高(gao)(gao)流(liu)失(shi)(shi)率問題現狀我(wo)們(men)發(fa)現了(le)(le)一(yi)(yi)(yi)(yi)(yi)個(ge)需(xu)要(yao)引(yin)起重視的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)現狀——酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)人才(cai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)匱乏，不論是(shi)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)內現有(you)(you)人才(cai)還是(shi)人才(cai)儲(chu)備(bei)都存(cun)在(zai)(zai)大量缺口。現實問題是(shi)目(mu)(mu)前酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)跳(tiao)槽(cao)現象比(bi)較(jiao)普(pu)遍(bian)(bian)，而且也(ye)會(hui)(hui)(hui)(hui)(hui)被其(qi)(qi)(qi)他(ta)(ta)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)挖(wa)(wa)走(zou)一(yi)(yi)(yi)(yi)(yi)部分人才(cai)。一(yi)(yi)(yi)(yi)(yi)方面(mian)，酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)為(wei)(wei)(wei)了(le)(le)保證賓客的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)滿意(yi)度(du)需(xu)要(yao)大量員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)完成(cheng)(cheng)整體(ti)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)服務(wu)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)。其(qi)(qi)(qi)次，酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)辛(xin)苦培訓歷(li)(li)練出(chu)(chu)來(lai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)正式工(gong)(gong)(gong)(gong)(gong)(gong)(gong)無法留住(zhu)，人才(cai)流(liu)失(shi)(shi)嚴重。2.酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)(shi)特(te)(te)點(dian)（1）酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)(shi)結合(he)別(bie)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)相(xiang)(xiang)(xiang)比(bi)有(you)(you)以下特(te)(te)點(dian)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)(shi)普(pu)遍(bian)(bian)比(bi)較(jiao)高(gao)(gao)。受多方面(mian)因(yin)素影響，包括：①酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)相(xiang)(xiang)(xiang)關(guan)技能(neng)容(rong)(rong)易滲透到其(qi)(qi)(qi)他(ta)(ta)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)，因(yin)此(ci)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)較(jiao)容(rong)(rong)易轉(zhuan)到其(qi)(qi)(qi)他(ta)(ta)相(xiang)(xiang)(xiang)關(guan)服務(wu)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)。②酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)存(cun)在(zai)(zai)部分簡(jian)單(dan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)種(zhong)且不要(yao)求經驗(yan)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)崗(gang)位(wei)(wei)，因(yin)此(ci)臨時(shi)及(ji)過(guo)(guo)渡的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)占一(yi)(yi)(yi)(yi)(yi)定比(bi)例(li)。③酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)性(xing)質(zhi)有(you)(you)別(bie)于一(yi)(yi)(yi)(yi)(yi)般非(fei)特(te)(te)殊行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)，例(li)如工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)時(shi)間(jian)長(chang)，工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)時(shi)間(jian)不規律，無法選(xuan)(xuan)擇在(zai)(zai)正常公(gong)休(xiu)(xiu)日休(xiu)(xiu)息(xi)，因(yin)此(ci)影響員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)正常生活(huo)。④在(zai)(zai)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)受到一(yi)(yi)(yi)(yi)(yi)定的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)不理(li)解，對(dui)服務(wu)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)有(you)(you)一(yi)(yi)(yi)(yi)(yi)定誤(wu)解。（2）酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)存(cun)在(zai)(zai)集體(ti)流(liu)失(shi)(shi)現象酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)在(zai)(zai)擴張的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)階段尤其(qi)(qi)(qi)會(hui)(hui)(hui)(hui)(hui)產(chan)生集體(ti)流(liu)失(shi)(shi)情況，具體(ti)體(ti)現新(xin)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)在(zai)(zai)開業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)前期會(hui)(hui)(hui)(hui)(hui)挖(wa)(wa)走(zou)某酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)一(yi)(yi)(yi)(yi)(yi)位(wei)(wei)或若干(gan)位(wei)(wei)高(gao)(gao)層(ceng)(ceng)管理(li)者(zhe)，而高(gao)(gao)層(ceng)(ceng)管理(li)者(zhe)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)離開會(hui)(hui)(hui)(hui)(hui)隨之(zhi)帶走(zou)麾下的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)中(zhong)層(ceng)(ceng)管理(li)者(zhe)及(ji)相(xiang)(xiang)(xiang)關(guan)骨干(gan)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)，幫(bang)助其(qi)(qi)(qi)穩定他(ta)(ta)們(men)所(suo)管理(li)之(zhi)新(xin)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)運營(ying)。此(ci)現象尤其(qi)(qi)(qi)在(zai)(zai)新(xin)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)開業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)前后，周邊同行(xing)(xing)(xing)(xing)(xing)(xing)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)會(hui)(hui)(hui)(hui)(hui)有(you)(you)很(hen)大風險經歷(li)(li)人才(cai)流(liu)失(shi)(shi)。因(yin)為(wei)(wei)(wei)個(ge)別(bie)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)會(hui)(hui)(hui)(hui)(hui)用相(xiang)(xiang)(xiang)對(dui)較(jiao)快(kuai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)辦法吸(xi)引(yin)及(ji)挖(wa)(wa)掘其(qi)(qi)(qi)他(ta)(ta)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)——高(gao)(gao)于這(zhe)(zhe)些員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)原(yuan)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資(zi)(zi)。這(zhe)(zhe)樣的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)現象體(ti)現了(le)(le)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)競(jing)爭(zheng)(zheng)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)亂象，從另(ling)一(yi)(yi)(yi)(yi)(yi)個(ge)角度(du)解釋(shi)，在(zai)(zai)這(zhe)(zhe)個(ge)利(li)益驅(qu)使的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)時(shi)代，酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)是(shi)歡迎接(jie)(jie)收這(zhe)(zhe)些集體(ti)跳(tiao)槽(cao)者(zhe)，甚至酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)在(zai)(zai)開業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)前招聘酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)高(gao)(gao)層(ceng)(ceng)管理(li)者(zhe)時(shi)鼓勵(li)他(ta)(ta)們(men)能(neng)夠直接(jie)(jie)將他(ta)(ta)們(men)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)團(tuan)隊帶來(lai)而這(zhe)(zhe)個(ge)也(ye)成(cheng)(cheng)為(wei)(wei)(wei)一(yi)(yi)(yi)(yi)(yi)個(ge)有(you)(you)力(li)(li)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)應聘競(jing)爭(zheng)(zheng)力(li)(li)，因(yin)為(wei)(wei)(wei)他(ta)(ta)們(men)所(suo)帶來(lai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)團(tuan)隊有(you)(you)豐富的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)經驗(yan)及(ji)嫻熟的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)職(zhi)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)技能(neng)。酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)減少了(le)(le)大量的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)成(cheng)(cheng)本，并(bing)在(zai)(zai)開業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)初期能(neng)保證一(yi)(yi)(yi)(yi)(yi)定水準的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)服務(wu)質(zhi)量。但(dan)另(ling)一(yi)(yi)(yi)(yi)(yi)層(ceng)(ceng)面(mian)這(zhe)(zhe)樣的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)集體(ti)跳(tiao)槽(cao)加劇了(le)(le)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)間(jian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)非(fei)正常人才(cai)競(jing)爭(zheng)(zheng)，而對(dui)于員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)來(lai)講過(guo)(guo)快(kuai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資(zi)(zi)增幅也(ye)對(dui)于其(qi)(qi)(qi)長(chang)期的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)職(zhi)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)規劃起到了(le)(le)負面(mian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)作(zuo)(zuo)(zuo)用造(zao)成(cheng)(cheng)其(qi)(qi)(qi)無法科學(xue)(xue)合(he)理(li)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)計劃未來(lai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)晉升。（3）學(xue)(xue)歷(li)(li)導致酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)(shi)現象酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)想(xiang)要(yao)往更(geng)高(gao)(gao)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)職(zhi)位(wei)(wei)發(fa)展(zhan)(zhan)必(bi)要(yao)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)技能(neng)和(he)(he)管理(li)能(neng)力(li)(li)是(shi)必(bi)需(xu)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)但(dan)也(ye)要(yao)結合(he)一(yi)(yi)(yi)(yi)(yi)定的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)學(xue)(xue)歷(li)(li)提升才(cai)能(neng)符(fu)合(he)現代酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)要(yao)求。因(yin)此(ci)年(nian)輕員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)們(men)在(zai)(zai)畢業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)后經過(guo)(guo)了(le)(le)1年(nian)-3年(nian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)后會(hui)(hui)(hui)(hui)(hui)有(you)(you)很(hen)大一(yi)(yi)(yi)(yi)(yi)部分會(hui)(hui)(hui)(hui)(hui)選(xuan)(xuan)擇繼續深造(zao)，員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)為(wei)(wei)(wei)了(le)(le)專注地繼續深造(zao)學(xue)(xue)習大多選(xuan)(xuan)擇脫產(chan)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)繼續教育。員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)經過(guo)(guo)2年(nian)-4年(nian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)學(xue)(xue)習中(zhong)，思想(xiang)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)成(cheng)(cheng)長(chang)和(he)(he)社會(hui)(hui)(hui)(hui)(hui)環(huan)境發(fa)展(zhan)(zhan)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)影響會(hui)(hui)(hui)(hui)(hui)給自己規劃新(xin)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)人生軌跡和(he)(he)建立(li)新(xin)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)職(zhi)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)目(mu)(mu)標，而酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)和(he)(he)其(qi)(qi)(qi)他(ta)(ta)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)比(bi)尤其(qi)(qi)(qi)在(zai)(zai)現階段的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)經濟飛速發(fa)展(zhan)(zhan)所(suo)衍(yan)生出(chu)(chu)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)新(xin)興行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)及(ji)人們(men)對(dui)自身(shen)價值和(he)(he)大膽追逐理(li)想(xiang)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)開放(fang)思想(xiang)慢慢解放(fang)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)趨勢中(zhong)缺乏一(yi)(yi)(yi)(yi)(yi)定的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)忠(zhong)誠度(du)。（4）酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)向其(qi)(qi)(qi)他(ta)(ta)行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)流(liu)失(shi)(shi)普(pu)遍(bian)(bian)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)對(dui)外(wai)其(qi)(qi)(qi)它行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)流(liu)失(shi)(shi)分為(wei)(wei)(wei)三(san)個(ge)方向。第一(yi)(yi)(yi)(yi)(yi)，酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)打造(zao)了(le)(le)一(yi)(yi)(yi)(yi)(yi)批形象好(hao)、高(gao)(gao)學(xue)(xue)歷(li)(li)、工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)能(neng)力(li)(li)強等多方面(mian)突出(chu)(chu)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)，這(zhe)(zhe)類(lei)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)尤其(qi)(qi)(qi)受外(wai)企公(gong)司(si)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)青睞(lai)，這(zhe)(zhe)是(shi)其(qi)(qi)(qi)中(zhong)一(yi)(yi)(yi)(yi)(yi)類(lei)流(liu)失(shi)(shi)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)。第二，旅(lv)游(you)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)門(men)類(lei)廣包羅萬象，其(qi)(qi)(qi)中(zhong)所(suo)提供的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)崗(gang)位(wei)(wei)不管是(shi)從薪資(zi)(zi)待遇或工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)新(xin)鮮(xian)度(du)都會(hui)(hui)(hui)(hui)(hui)為(wei)(wei)(wei)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)降低門(men)檻吸(xi)引(yin)其(qi)(qi)(qi)到來(lai)，這(zhe)(zhe)便(bian)是(shi)從旅(lv)游(you)這(zhe)(zhe)一(yi)(yi)(yi)(yi)(yi)大類(lei)層(ceng)(ceng)面(mian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)同行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)競(jing)爭(zheng)(zheng)。第三(san)，因(yin)為(wei)(wei)(wei)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)體(ti)現了(le)(le)服務(wu)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)高(gao)(gao)端和(he)(he)極致，而一(yi)(yi)(yi)(yi)(yi)些與(yu)飯(fan)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)務(wu)相(xiang)(xiang)(xiang)近體(ti)現服務(wu)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)也(ye)看中(zhong)了(le)(le)酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)出(chu)(chu)來(lai)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)人才(cai)，類(lei)似房地產(chan)、奢侈品等行(xing)(xing)(xing)(xing)(xing)(xing)業(ye)(ye)(ye)(ye)(ye)(ye)(ye)(ye)也(ye)在(zai)(zai)大量吸(xi)引(yin)著酒(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)(jiu)店(dian)(dian)(dian)(dian)(dian)(dian)(dian)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)，這(zhe)(zhe)類(lei)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)失(shi)(shi)屬(shu)于在(zai)(zai)服務(wu)這(zhe)(zhe)一(yi)(yi)(yi)(yi)(yi)共通性(xing)的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)基礎(chu)上的(de)(de)(de)(de)(de)(de)(de)(de)(de)(de)流(liu)失(shi)(shi)。

人力資源已逐漸成為組(zu)織發展(zhan)的“第一要素(su)”。降低(di)員(yuan)(yuan)工流(liu)(liu)(liu)失(shi)率(lv),保留企業核(he)心員(yuan)(yuan)工是人力資源管理(li)(li)者必須重點關(guan)注的事(shi)情。合理(li)(li)的流(liu)(liu)(liu)失(shi)率(lv)有利(li)于企業保持活力,但如果流(liu)(liu)(liu)失(shi)率(lv)過高,企業將(jiang)蒙受直接損失(shi),并影(ying)響到企業工作的連續(xu)性、工作質量和其(qi)他人員(yuan)(yuan)的穩(wen)定性。

加(jia)強人員流失管(guan)理(li)機制建設(she)

1.健全跟蹤預警機制

跟蹤預警機制是指(zhi)通過人(ren)員(yuan)流失統計,實(shi)(shi)時掌握人(ren)員(yuan)流失實(shi)(shi)況,當達到“預警線”時,及時采取(qu)針對(dui)性的措(cuo)施。

在(zai)(zai)建立預警機制(zhi)時要注意三個關鍵點(dian),一是統計時點(dian)設(she)置。在(zai)(zai)正常情(qing)況下,統計時點(dian)為月末,一個月統計匯總一次即可。但在(zai)(zai)特殊或異(yi)常情(qing)況下,統計期限要縮短,時點(dian)前移(yi)。也可配套地使用(yong)異(yi)常情(qing)況上(shang)報(bao)機制(zhi)。如將員工思想情(qing)緒(xu)異(yi)動、行為異(yi)動、流失動態增加(jia)、員工關系緊(jin)張等用(yong)工異(yi)常狀況納入及(ji)時上(shang)報(bao)范圍等。

二是預(yu)警線(xian)的設置。預(yu)警線(xian)設置要(yao)合(he)理,可根據企(qi)(qi)業的往(wang)年平(ping)(ping)(ping)均(jun)流失、企(qi)(qi)業所(suo)在勞動力市場的平(ping)(ping)(ping)均(jun)流失率或企(qi)(qi)業管理要(yao)求來(lai)設定。預(yu)警線(xian)還(huan)可設定為同行業、單位(wei)間(jian)對比,對于加(jia)油站(zhan)來(lai)說(shuo),可以增設超出同區域、同類型加(jia)油站(zhan)的平(ping)(ping)(ping)均(jun)流失率為預(yu)警線(xian)。

摘要(yao)(yao)：中(zhong)(zhong)小(xiao)企(qi)業(ye)(ye)在我國的(de)(de)社會經(jing)濟發(fa)展(zhan)中(zhong)(zhong)占有重要(yao)(yao)地位，發(fa)揮著(zhu)大企(qi)業(ye)(ye)難以(yi)取代的(de)(de)作(zuo)(zuo)用。中(zhong)(zhong)小(xiao)企(qi)業(ye)(ye)作(zuo)(zuo)為(wei)我國國民(min)經(jing)濟的(de)(de)重要(yao)(yao)組成(cheng)部分，同樣也處在改革與發(fa)展(zhan)的(de)(de)關鍵時期(qi)。但是人才流失卻阻礙著(zhu)我國中(zhong)(zhong)小(xiao)企(qi)業(ye)(ye)的(de)(de)發(fa)展(zhan)。本文討論了中(zhong)(zhong)小(xiao)企(qi)業(ye)(ye)員工流失的(de)(de)特點(dian)及人力資(zi)源(yuan)管理現狀，并對(dui)中(zhong)(zhong)小(xiao)企(qi)業(ye)(ye)員工流失的(de)(de)原(yuan)因進行(xing)了分析(xi)。

關鍵詞：中(zhong)小企業；員工流失(shi)；特(te)點(dian)；原因

一、中小企業員工流失的特點

我國(guo)的中小企(qi)(qi)業由于社(she)會(hui)、歷史和(he)自身等諸多(duo)方面的原因，使得其地位、環(huan)境、條件和(he)實力在競爭中均處于弱勢地位，同時一些人(ren)才(cai)在企(qi)(qi)業中也難(nan)以發(fa)揮自己(ji)的全(quan)部才(cai)能。因而，人(ren)才(cai)流失(shi)現象相當嚴重(zhong)，給企(qi)(qi)業帶來了不(bu)可估(gu)量的損失(shi)。

在(zai)流失(shi)的人(ren)(ren)(ren)才(cai)中(zhong)(zhong)(zhong)大(da)部分流入了外企(qi)或合資(zi)企(qi)業(ye)(ye)。其中(zhong)(zhong)(zhong)，較大(da)比例是中(zhong)(zhong)(zhong)基(ji)層(ceng)管理(li)人(ren)(ren)(ren)員和(he)專業(ye)(ye)技術(shu)人(ren)(ren)(ren)員，他們具有特有的專長，有管理(li)經驗，是企(qi)業(ye)(ye)的中(zhong)(zhong)(zhong)堅力量。某(mou)大(da)學社會學系對國(guo)內62家民(min)營(ying)企(qi)業(ye)(ye)所做(zuo)調(diao)查也(ye)發現，民(min)營(ying)企(qi)業(ye)(ye)中(zhong)(zhong)(zhong)的中(zhong)(zhong)(zhong)高(gao)層(ceng)次人(ren)(ren)(ren)才(cai)及科技人(ren)(ren)(ren)員在(zai)公司的工作(zuo)年齡普遍較短，一般為(wei)2-3年，其中(zhong)(zhong)(zhong)最短的僅為(wei)50天，最長的也(ye)不過5年。人(ren)(ren)(ren)才(cai)流失(shi)已取代融資(zi)困難、配套(tao)服務跟(gen)不上等問(wen)題而(er)成為(wei)制約我國(guo)中(zhong)(zhong)(zhong)小企(qi)業(ye)(ye)發展(zhan)的瓶頸。

二、中(zhong)小企(qi)業(ye)人力資源(yuan)管理現(xian)狀

摘要：知(zhi)(zhi)(zhi)識(shi)(shi)(shi)經(jing)濟時(shi)代的(de)(de)(de)來臨(lin)凸現了知(zhi)(zhi)(zhi)識(shi)(shi)(shi)型(xing)(xing)員工的(de)(de)(de)重要性。由(you)于種種原因(yin)，中小民(min)(min)營企業(ye)(ye)對知(zhi)(zhi)(zhi)識(shi)(shi)(shi)型(xing)(xing)員工沒有(you)足夠的(de)(de)(de)吸引力，過高的(de)(de)(de)知(zhi)(zhi)(zhi)識(shi)(shi)(shi)型(xing)(xing)員工流(liu)失率(lv)制約了中小型(xing)(xing)民(min)(min)營企業(ye)(ye)競爭力的(de)(de)(de)提升。如何降低知(zhi)(zhi)(zhi)識(shi)(shi)(shi)型(xing)(xing)員工的(de)(de)(de)流(liu)失率(lv)已(yi)成(cheng)為中小民(min)(min)營企業(ye)(ye)發展壯大的(de)(de)(de)當務之(zhi)急。

關鍵詞：民營企業；知識(shi)型員工；工作(zuo)滿意度(du)

一(yi)、中小(xiao)民營企業中知識型員工流(liu)失(shi)的原因(yin)

（一(yi)）外部環境因(yin)素

外部環境(jing)因(yin)素主要包括人(ren)(ren)才市場(chang)(chang)、國家和(he)(he)(he)地區(qu)(qu)的(de)(de)(de)產業結構(gou)、國家和(he)(he)(he)地區(qu)(qu)經濟發(fa)展(zhan)狀況等。人(ren)(ren)才市場(chang)(chang)是人(ren)(ren)才面臨(lin)的(de)(de)(de)直接(jie)環境(jing)。當失(shi)業率上升時，流失(shi)率降(jiang)低(di)(di)；而當失(shi)業率降(jiang)低(di)(di)時，流失(shi)率上升。另外，我(wo)們還應該從人(ren)(ren)才市場(chang)(chang)的(de)(de)(de)寬裕(yu)度、不穩定性(xing)(xing)和(he)(he)(he)復雜性(xing)(xing)三個方面來(lai)考慮人(ren)(ren)才市場(chang)(chang)對(dui)知識型員工流失(shi)率的(de)(de)(de)影響(xiang)。寬裕(yu)度指(zhi)工作空(kong)缺率與非(fei)就業率的(de)(de)(de)比值。不穩定性(xing)(xing)指(zhi)人(ren)(ren)才市場(chang)(chang)不可(ke)預測的(de)(de)(de)變(bian)化率。復雜性(xing)(xing)指(zhi)人(ren)(ren)才市場(chang)(chang)的(de)(de)(de)成(cheng)分、結構(gou)的(de)(de)(de)異質性(xing)(xing)，個體的(de)(de)(de)差異性(xing)(xing)等。寬裕(yu)度、不穩定性(xing)(xing)和(he)(he)(he)復雜性(xing)(xing)的(de)(de)(de)不同組(zu)合，會產生六種不同的(de)(de)(de)人(ren)(ren)才市場(chang)(chang)環境(jing)和(he)(he)(he)流失(shi)率。

產業(ye)(ye)(ye)(ye)結構對(dui)中小民營(ying)企(qi)業(ye)(ye)(ye)(ye)的(de)(de)(de)知(zhi)識(shi)(shi)型(xing)(xing)員(yuan)工(gong)流失的(de)(de)(de)影(ying)響(xiang)還在于：一(yi)是(shi)產業(ye)(ye)(ye)(ye)結構的(de)(de)(de)調(diao)整會使得(de)知(zhi)識(shi)(shi)型(xing)(xing)員(yuan)工(gong)從一(yi)個產業(ye)(ye)(ye)(ye)轉向另一(yi)個產業(ye)(ye)(ye)(ye)；二(er)是(shi)新興產業(ye)(ye)(ye)(ye)的(de)(de)(de)出現(xian)，使得(de)其他產業(ye)(ye)(ye)(ye)的(de)(de)(de)知(zhi)識(shi)(shi)型(xing)(xing)員(yuan)工(gong)流失而進(jin)入該(gai)產業(ye)(ye)(ye)(ye)。由于產業(ye)(ye)(ye)(ye)結構的(de)(de)(de)調(diao)整與(yu)扶持受(shou)到(dao)國(guo)(guo)家的(de)(de)(de)宏(hong)觀干預，因(yin)而產業(ye)(ye)(ye)(ye)結構對(dui)知(zhi)識(shi)(shi)型(xing)(xing)員(yuan)工(gong)流動(dong)的(de)(de)(de)影(ying)響(xiang)受(shou)到(dao)國(guo)(guo)家政策的(de)(de)(de)影(ying)響(xiang)。

摘(zhai)要：本(ben)文(wen)是作者(zhe)讀(du)書思(si)考(kao)的(de)心得，簡(jian)要地說(shuo)明在當(dang)前(qian)全(quan)球金融危機下國內外企(qi)業(ye)一系(xi)列對待(dai)員(yuan)工的(de)錯誤做法(fa)(fa)(fa)，指出做法(fa)(fa)(fa)的(de)危害(hai)，點出其(qi)本(ben)質就是不面對現(xian)實、不負責(ze)任(ren)。在此基礎(chu)上借鑒世界上跨國企(qi)業(ye)CEO的(de)一些做法(fa)(fa)(fa)，指出企(qi)業(ye)管(guan)理者(zhe)應該(gai)負起責(ze)任(ren)，合理控制人才(cai)流失，留住人才(cai)讓企(qi)業(ye)順利(li)走出低(di)谷。

關鍵詞:流(liu)失率；全面裁(cai)員；防(fang)范機制(zhi)；無邊界服務。

當(dang)前(qian)正處(chu)于(yu)金(jin)融危(wei)(wei)機(ji)嚴(yan)重影響中，我國特別(bie)是(shi)南方外向型(xing)經(jing)濟實體受到嚴(yan)重沖擊。近期(qi)屢見報端(duan)的農民工(gong)提(ti)前(qian)返鄉，國際跨國企業(ye)大面積裁(cai)員(yuan)，當(dang)危(wei)(wei)機(ji)到來時企業(ye)的慣性做法(fa)就(jiu)是(shi)裁(cai)員(yuan)增效或(huo)者凍(dong)結(jie)員(yuan)工(gong)的工(gong)資。因此我們有必要探討一下(xia)此類做法(fa)是(shi)否可取，就(jiu)目(mu)前(qian)的效果造成人(ren)心(xin)惶惶，讓人(ren)看不到未(wei)來，使人(ren)失去了信心(xin)（此時信心(xin)比(bi)黃金(jin)還(huan)要貴——語），致使一批(pi)極為優(you)秀的人(ren)才流(liu)失。

本人(ren)在與企(qi)業(ye)接觸時也了(le)解到諸(zhu)如此類(lei)的(de)問題，企(qi)業(ye)辛辛苦(ku)苦(ku)地投巨(ju)資(zi)對員(yuan)工(gong)進(jin)行培(pei)訓(xun)，可適得(de)其反，其結果往往是(shi)“賠了(le)夫人(ren)又折兵”，成了(le)為(wei)他人(ren)做嫁衣了(le)面對此類(lei)困惑(huo)作(zuo)為(wei)企(qi)業(ye)管理(li)者應該怎樣看待呢(ni)？我這里有一組(zu)數(shu)據，一般企(qi)業(ye)流(liu)出(chu)率為(wei)5—10%而服(fu)務企(qi)業(ye)如旅游(you)酒店業(ye)實(shi)際(ji)為(wei)23.9%，最(zui)高(gao)(gao)達(da)45%。近年來(lai)呈現流(liu)失(shi)常態化，流(liu)失(shi)頻率加快和(he)人(ren)才集(ji)體化流(liu)失(shi)，特別(bie)表現高(gao)(gao)級管理(li)人(ren)才流(liu)失(shi)加劇。如何破解困惑(huo)呢(ni)?俗話說“他山之石可以攻玉(yu)”讓(rang)我們借鑒一下世界上最(zui)偉大(da)的(de)美國GE公司的(de)CEO杰克(ke).韋爾奇、管理(li)大(da)師彼得(de).德魯克(ke)的(de)思(si)想和(he)做法結合我們的(de)實(shi)際(ji)情況創出(chu)一條兼顧公平和(he)效(xiao)益的(de)路子來(lai)。

企(qi)業(ye)(ye)常見的(de)(de)(de)做法(fa)之一是(shi)全面(mian)裁(cai)員或者(zhe)凍結工資。動輒就裁(cai)員10%甚至更(geng)多，往往是(shi)一刀切(qie)，不(bu)加區(qu)別致(zhi)使(shi)優秀管理(li)人才流失(shi)，即使(shi)留下的(de)(de)(de)也人人思(si)保(bao)，給企(qi)業(ye)(ye)留下極大的(de)(de)(de)隱患。凍結工資則嚴重影響員工的(de)(de)(de)士(shi)氣，勞動效率直線下降(jiang)。以上(shang)做法(fa)是(shi)建立在“有難同(tong)(tong)當”的(de)(de)(de)思(si)想(xiang)基礎之上(shang)，這不(bu)是(shi)直面(mian)現實(shi)的(de)(de)(de)態度，而且沒有對(dui)不(bu)同(tong)(tong)“人員和部門區(qu)別對(dui)待”這是(shi)不(bu)公平的(de)(de)(de)，是(shi)不(bu)負責任(ren)的(de)(de)(de)。此類(lei)做法(fa)只能致(zhi)使(shi)企(qi)業(ye)(ye)人才流失(shi)率加劇，極不(bu)利(li)于企(qi)業(ye)(ye)未(wei)來的(de)(de)(de)可持(chi)續發(fa)展。

企(qi)(qi)業(ye)常見的(de)做(zuo)法之二是實行(xing)終身制(zhi)。諸如日本的(de)公(gong)司和(he)中(zhong)國的(de)國有(you)企(qi)(qi)業(ye)，員工(gong)(gong)和(he)企(qi)(qi)業(ye)之間存在著隱(yin)形(xing)合同(tong)(tong)，這(zhe)一(yi)(yi)做(zuo)法使員工(gong)(gong)和(he)企(qi)(qi)業(ye)牢牢困(kun)在一(yi)(yi)起，看似充滿人情(qing)味(wei)，實則帶來的(de)后果(guo)是由(you)于(yu)(yu)流(liu)失(shi)率幾(ji)乎為零，結果(guo)官僚作風(feng)盛行(xing)，人浮于(yu)(yu)事，效率低下(xia)，機構臃腫(zhong)，缺乏創新意識，如死水一(yi)(yi)潭。人們恰(qia)恰(qia)忘(wang)記了(le)在市場(chang)(chang)經(jing)濟中(zhong)給員工(gong)(gong)發工(gong)(gong)資的(de)是滿意的(de)客(ke)戶，而不是公(gong)司。隨(sui)著經(jing)濟危機的(de)到來公(gong)司的(de)發展也有(you)很大的(de)不確(que)定性，市場(chang)(chang)會無情(qing)地擊碎這(zhe)種(zhong)隱(yin)性合同(tong)(tong)，使員工(gong)(gong)瞬間陷入失(shi)業(ye)困(kun)窘。采取(qu)這(zhe)種(zhong)做(zuo)法的(de)企(qi)(qi)業(ye)走(zou)進了(le)一(yi)(yi)條(tiao)死胡同(tong)(tong)，到頭(tou)來只有(you)死路一(yi)(yi)條(tiao)。

摘要：文章首先指出目前知識型(xing)員(yuan)工(gong)流(liu)(liu)失(shi)率(lv)高(gao)的現狀(zhuang)，接著(zhu)分析了這一問題導致企(qi)業(ye)創新人才匱乏、給企(qi)業(ye)帶來巨(ju)大的成本(ben)、使企(qi)業(ye)人力資(zi)本(ben)嚴重(zhong)流(liu)(liu)失(shi)等后果。

關鍵詞(ci)：知識型員工流失率后果(guo)

目前(qian)我國高(gao)科技企(qi)業大多遭遇這(zhe)樣(yang)的困擾，一方面，由于(yu)企(qi)業中知識(shi)(shi)的創造、傳播和(he)利用都有賴(lai)于(yu)知識(shi)(shi)型員工(gong)(gong)來實現，知識(shi)(shi)型員工(gong)(gong)成為企(qi)業最有價(jia)值的資(zi)產(chan)；另(ling)一方面，企(qi)業中知識(shi)(shi)型員工(gong)(gong)流失率又居(ju)高(gao)不(bu)下(xia)，那么知識(shi)(shi)型員工(gong)(gong)的高(gao)流失率給(gei)企(qi)業帶來怎樣(yang)的后果，本文擬對此進行剖析(xi)，以期對企(qi)業有效管理(li)知識(shi)(shi)型員工(gong)(gong)提供借(jie)鑒(jian)。

一、知識型員工高流失率現狀

人(ren)(ren)(ren)才稀缺與日益(yi)增長的(de)(de)(de)(de)(de)(de)(de)人(ren)(ren)(ren)才需求，使知(zhi)識(shi)型(xing)(xing)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)面臨多(duo)(duo)種流(liu)(liu)(liu)動誘因和(he)流(liu)(liu)(liu)動機會(hui)，知(zhi)識(shi)型(xing)(xing)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)(de)(de)(de)(de)(de)(de)高(gao)(gao)流(liu)(liu)(liu)失(shi)率已成(cheng)為(wei)困擾大(da)多(duo)(duo)數高(gao)(gao)科技企(qi)業(ye)的(de)(de)(de)(de)(de)(de)(de)嚴重問(wen)題。一(yi)(yi)次針對(dui)北京(jing)、濟南、青島3個城(cheng)市小型(xing)(xing)高(gao)(gao)科技企(qi)業(ye)的(de)(de)(de)(de)(de)(de)(de)問(wen)卷調查表(biao)(biao)明，在(zai)(zai)被調查的(de)(de)(de)(de)(de)(de)(de)開業(ye)三年(nian)以(yi)(yi)上的(de)(de)(de)(de)(de)(de)(de)公司中(zhong)，在(zai)(zai)同(tong)一(yi)(yi)企(qi)業(ye)工(gong)(gong)(gong)(gong)作(zuo)3年(nian)以(yi)(yi)上的(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)占51.55％，1年(nian)至3年(nian)的(de)(de)(de)(de)(de)(de)(de)占31.80％,1年(nian)以(yi)(yi)下(xia)(xia)的(de)(de)(de)(de)(de)(de)(de)占6.65％。其(qi)中(zhong)同(tong)一(yi)(yi)公司工(gong)(gong)(gong)(gong)作(zuo)3年(nian)以(yi)(yi)下(xia)(xia)的(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)占總(zong)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)(de)(de)(de)(de)(de)(de)44．45％。國家(jia)科委曾對(dui)188個高(gao)(gao)新(xin)技術項目(mu)承擔單位(wei)調查，結(jie)(jie)果發現(xian)有人(ren)(ren)(ren)員(yuan)(yuan)(yuan)流(liu)(liu)(liu)失(shi)的(de)(de)(de)(de)(de)(de)(de)單位(wei)有147個，占78.2％；從年(nian)齡結(jie)(jie)構看(kan)(kan)，35歲(sui)(sui)(sui)以(yi)(yi)下(xia)(xia)成(cheng)員(yuan)(yuan)(yuan)共5532人(ren)(ren)(ren)，流(liu)(liu)(liu)出(chu)1135人(ren)(ren)(ren)，占20.5％；35歲(sui)(sui)(sui)至45歲(sui)(sui)(sui)的(de)(de)(de)(de)(de)(de)(de)成(cheng)員(yuan)(yuan)(yuan)流(liu)(liu)(liu)出(chu)比例(li)最小，只占流(liu)(liu)(liu)出(chu)人(ren)(ren)(ren)員(yuan)(yuan)(yuan)的(de)(de)(de)(de)(de)(de)(de)12.3％；從職(zhi)(zhi)稱(cheng)看(kan)(kan)，在(zai)(zai)流(liu)(liu)(liu)出(chu)人(ren)(ren)(ren)員(yuan)(yuan)(yuan)中(zhong)，具(ju)有高(gao)(gao)級職(zhi)(zhi)稱(cheng)的(de)(de)(de)(de)(de)(de)(de)占74.6％，在(zai)(zai)流(liu)(liu)(liu)入人(ren)(ren)(ren)員(yuan)(yuan)(yuan)中(zhong)，主(zhu)要是具(ju)有中(zhong)、初級職(zhi)(zhi)稱(cheng)者，分別占35.1％和(he)34.5％；從學位(wei)看(kan)(kan)，在(zai)(zai)流(liu)(liu)(liu)出(chu)人(ren)(ren)(ren)員(yuan)(yuan)(yuan)中(zhong)，具(ju)有碩(shuo)(shuo)土及碩(shuo)(shuo)土以(yi)(yi)上學位(wei)的(de)(de)(de)(de)(de)(de)(de)占54．65％，具(ju)有學土學位(wei)的(de)(de)(de)(de)(de)(de)(de)占29.4％。在(zai)(zai)知(zhi)識(shi)型(xing)(xing)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)比較集中(zhong)的(de)(de)(de)(de)(de)(de)(de)IT行業(ye)，有調查顯示，超(chao)過八成(cheng)的(de)(de)(de)(de)(de)(de)(de)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)對(dui)自己所(suo)在(zai)(zai)的(de)(de)(de)(de)(de)(de)(de)企(qi)業(ye)沒有好感，如果能(neng)夠有更高(gao)(gao)的(de)(de)(de)(de)(de)(de)(de)薪(xin)水和(he)更高(gao)(gao)的(de)(de)(de)(de)(de)(de)(de)職(zhi)(zhi)位(wei)，近六成(cheng)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)隨時準備跳槽。這些數據表(biao)(biao)明知(zhi)識(shi)型(xing)(xing)員(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)的(de)(de)(de)(de)(de)(de)(de)高(gao)(gao)流(liu)(liu)(liu)失(shi)率成(cheng)為(wei)制約(yue)企(qi)業(ye)發展的(de)(de)(de)(de)(de)(de)(de)瓶頸。

二、知識(shi)型員(yuan)工高流失率對企業的影(ying)響

編者(zhe)按：本(ben)(ben)(ben)文主(zhu)要(yao)(yao)從員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)的(de)(de)直接(jie)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)；員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)流(liu)(liu)(liu)失(shi)的(de)(de)間(jian)接(jie)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)；構(gou)建公平(ping)公正(zheng)的(de)(de)企(qi)業(ye)(ye)內部環境；創建以(yi)人(ren)為本(ben)(ben)(ben)的(de)(de)企(qi)業(ye)(ye)文化；拓展(zhan)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)職業(ye)(ye)生涯(ya)，為員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)發展(zhan)提供(gong)方向進(jin)行講述。其中，主(zhu)要(yao)(yao)包括：員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)招聘成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)主(zhu)要(yao)(yao)包括：招聘準(zhun)(zhun)備工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)，篩選(xuan)簡歷，面試成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)，錄用(yong)準(zhun)(zhun)備成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)，辦(ban)理錄用(yong)手續等成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、培訓(xun)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)主(zhu)要(yao)(yao)包括：崗(gang)(gang)前(qian)培訓(xun)準(zhun)(zhun)備，培訓(xun)資料，培訓(xun)管(guan)理成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)等、內部員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)填(tian)(tian)補空缺(que)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)主(zhu)要(yao)(yao)包括：內部員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)填(tian)(tian)補空缺(que)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)，需要(yao)(yao)額外加(jia)班的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)，主(zhu)管(guan)人(ren)員(yuan)(yuan)(yuan)(yuan)協調(diao)完成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)空缺(que)崗(gang)(gang)位工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)等、新(xin)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)適應工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)崗(gang)(gang)位期(qi)(qi)間(jian)所付出的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)。員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)到一個新(xin)的(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)崗(gang)(gang)位上，要(yao)(yao)有一個適應期(qi)(qi)，而在(zai)這個期(qi)(qi)間(jian)，公司(si)仍需支付工(gong)(gong)(gong)(gong)(gong)(gong)(gong)資，這無疑增(zeng)大了公司(si)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、人(ren)員(yuan)(yuan)(yuan)(yuan)流(liu)(liu)(liu)失(shi)使(shi)團隊(dui)士氣渙散(san)的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、人(ren)員(yuan)(yuan)(yuan)(yuan)流(liu)(liu)(liu)失(shi)造(zao)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)企(qi)業(ye)(ye)后備力(li)量(liang)不(bu)(bu)足的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、人(ren)員(yuan)(yuan)(yuan)(yuan)流(liu)(liu)(liu)失(shi)造(zao)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)企(qi)業(ye)(ye)核(he)心機密泄露的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、人(ren)員(yuan)(yuan)(yuan)(yuan)流(liu)(liu)(liu)失(shi)造(zao)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)企(qi)業(ye)(ye)聲譽被破壞的(de)(de)成(cheng)(cheng)(cheng)(cheng)(cheng)(cheng)本(ben)(ben)(ben)、報酬系統的(de)(de)公平(ping)、績效(xiao)考核(he)的(de)(de)公平(ping)、選(xuan)拔機會的(de)(de)公平(ping)、一個企(qi)業(ye)(ye)要(yao)(yao)想得到長久(jiu)的(de)(de)發展(zhan),必須確(que)立“人(ren)高于一切”的(de)(de)價值觀(guan)、為員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)發展(zhan)提供(gong)方向開展(zhan)職業(ye)(ye)生涯(ya)管(guan)理，可以(yi)使(shi)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)尤(you)其是知識型(xing)員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)看(kan)到自己在(zai)企(qi)業(ye)(ye)中的(de)(de)發展(zhan)道路、員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)離職給企(qi)業(ye)(ye)帶(dai)來(lai)的(de)(de)危害：不(bu)(bu)利于離職員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)和繼任員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)之間(jian)的(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)交接(jie)、加(jia)大員(yuan)(yuan)(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)離職后對企(qi)業(ye)(ye)的(de)(de)負面評價、如果(guo)矛盾激化的(de)(de)話(hua)，還(huan)有可能(neng)給企(qi)業(ye)(ye)帶(dai)來(lai)訴(su)訟等，具體(ti)材料請詳(xiang)見：

所謂員(yuan)工(gong)(gong)流(liu)(liu)失是指組織不(bu)愿(yuan)(yuan)意而員(yuan)工(gong)(gong)個人(ren)(ren)卻愿(yuan)(yuan)意的(de)(de)(de)(de)(de)自愿(yuan)(yuan)流(liu)(liu)出(chu)(chu)(chu)。這種(zhong)(zhong)流(liu)(liu)出(chu)(chu)(chu)方式對(dui)企(qi)(qi)(qi)業(ye)(ye)來講是被動的(de)(de)(de)(de)(de)，組織不(bu)希望(wang)出(chu)(chu)(chu)現的(de)(de)(de)(de)(de)員(yuan)工(gong)(gong)流(liu)(liu)出(chu)(chu)(chu)往(wang)往(wang)給企(qi)(qi)(qi)業(ye)(ye)帶(dai)來特殊的(de)(de)(de)(de)(de)損失。員(yuan)工(gong)(gong)辭職是員(yuan)工(gong)(gong)的(de)(de)(de)(de)(de)權利，但由于(yu)對(dui)企(qi)(qi)(qi)業(ye)(ye)有害(hai)，企(qi)(qi)(qi)業(ye)(ye)一(yi)般要(yao)設法(fa)控制和(he)挽留(liu)，至(zhi)少要(yao)避免這種(zhong)(zhong)現象經常發生(sheng)(sheng)(sheng)(sheng)。按照員(yuan)工(gong)(gong)與(yu)(yu)企(qi)(qi)(qi)業(ye)(ye)之間的(de)(de)(de)(de)(de)隸(li)屬(shu)關系來劃分(fen)，一(yi)種(zhong)(zhong)流(liu)(liu)失是員(yuan)工(gong)(gong)與(yu)(yu)企(qi)(qi)(qi)業(ye)(ye)徹底脫(tuo)離工(gong)(gong)資關系或(huo)者(zhe)說員(yuan)工(gong)(gong)與(yu)(yu)企(qi)(qi)(qi)業(ye)(ye)脫(tuo)離任(ren)何法(fa)律承認的(de)(de)(de)(de)(de)契(qi)約關系的(de)(de)(de)(de)(de)過程(cheng)，如辭職、自動離職；另一(yi)種(zhong)(zhong)流(liu)(liu)失是指員(yuan)工(gong)(gong)雖(sui)然未與(yu)(yu)企(qi)(qi)(qi)業(ye)(ye)結(jie)束契(qi)約關系，但客觀上(shang)已經構成離開(kai)企(qi)(qi)(qi)業(ye)(ye)的(de)(de)(de)(de)(de)事實的(de)(de)(de)(de)(de)行(xing)為過程(cheng)，如主動型在職失業(ye)(ye)。其中前(qian)兩種(zhong)(zhong)在翔宇(yu)公司(si)存(cun)在相對(dui)普遍，這種(zhong)(zhong)流(liu)(liu)失狀態既增加(jia)了人(ren)(ren)力資源部(bu)門的(de)(de)(de)(de)(de)工(gong)(gong)作量(liang)度(du)，也(ye)加(jia)大了生(sheng)(sheng)(sheng)(sheng)產部(bu)門的(de)(de)(de)(de)(de)管(guan)理難度(du)，不(bu)利于(yu)公司(si)進行(xing)有效的(de)(de)(de)(de)(de)品質(zhi)管(guan)控，不(bu)利于(yu)生(sheng)(sheng)(sheng)(sheng)產技(ji)術熟練積累，進而影響公司(si)生(sheng)(sheng)(sheng)(sheng)產效能。員(yuan)工(gong)(gong)流(liu)(liu)失從(cong)各(ge)個方面(mian)危害(hai)到公司(si)的(de)(de)(de)(de)(de)生(sheng)(sheng)(sheng)(sheng)存(cun)和(he)發展，所以在以后的(de)(de)(de)(de)(de)工(gong)(gong)作中應該(gai)引起足夠(gou)的(de)(de)(de)(de)(de)重視。

一般來講(jiang)員工(gong)流失具有以下三個(ge)特點，即群體(ti)性(xing)(xing)、時段性(xing)(xing)和趨利性(xing)(xing)。

1.群體(ti)性(xing)員(yuan)工(gong)流失往往發生在以下(xia)這(zhe)(zhe)(zhe)些人員(yuan)群體(ti)：新(xin)興(xing)行業(ye)(ye)需求量(liang)大的(de)(de)，思維活躍(yue)的(de)(de)，專業(ye)(ye)不(bu)對(dui)口的(de)(de)，對(dui)企業(ye)(ye)不(bu)滿(man)(man)的(de)(de)，業(ye)(ye)務管理精英，對(dui)未來(lai)職業(ye)(ye)生涯(ya)不(bu)明晰的(de)(de)，認為受到(dao)(dao)不(bu)公平待遇和人際關系不(bu)好的(de)(de)。而我們作為電路板行業(ye)(ye)幾(ji)乎正(zheng)好滿(man)(man)足(zu)了(le)這(zhe)(zhe)(zhe)一(yi)系列條件，新(xin)興(xing)的(de)(de)技(ji)術門(men)檻不(bu)高的(de)(de)專業(ye)(ye)技(ji)能要(yao)求相(xiang)對(dui)較低(di)的(de)(de)行業(ye)(ye)。據有(you)關資(zi)料顯示，僅(jin)深圳沙井就有(you)上百家線路板工(gong)廠(chang)(chang)，且各工(gong)廠(chang)(chang)都存在一(yi)定程度的(de)(de)人力短缺，各工(gong)廠(chang)(chang)相(xiang)互挖腳，形成了(le)一(yi)定數量(liang)熟練(lian)員(yuan)工(gong)的(de)(de)被動性(xing)流失。而部(bu)分員(yuan)工(gong)對(dui)于(yu)現狀(zhuang)的(de)(de)不(bu)滿(man)(man)以及(ji)對(dui)于(yu)找(zhao)到(dao)(dao)下(xia)家的(de)(de)毫無顧(gu)慮更加劇了(le)員(yuan)工(gong)的(de)(de)主動性(xing)流失。這(zhe)(zhe)(zhe)里我舉一(yi)個例子，絲(si)印房的(de)(de)一(yi)個熟練(lian)員(yuan)工(gong)上午才出廠(chang)(chang)門(men)，下(xia)午就去了(le)九和詠(yong)上班(ban)。

2.時(shi)段性員工(gong)流失(shi)的(de)(de)(de)(de)時(shi)間是有(you)規律的(de)(de)(de)(de)，一(yi)(yi)般(ban)說來，薪水結算及獎(jiang)金分配(pei)后(hou)，春節(jie)過后(hou)，學(xue)歷層次(ci)提(ti)高后(hou)，職(zhi)稱提(ti)高或(huo)者個人(ren)流動資(zi)本進一(yi)(yi)步提(ti)高后(hou)，最(zui)容易發(fa)生員工(gong)流失(shi)。員工(gong)流失(shi)的(de)(de)(de)(de)這(zhe)個特點在(zai)翔宇公(gong)司(si)也表現的(de)(de)(de)(de)比較明顯(xian)，臨(lin)近年(nian)關以來，公(gong)司(si)辭(ci)工(gong)人(ren)數有(you)所增加(jia)，幾(ji)乎每(mei)天(tian)都有(you)員工(gong)離職(zhi)。而往(wang)年(nian)也存在(zai)公(gong)司(si)一(yi)(yi)部分熟練員工(gong)過完年(nian)就不(bu)再回來的(de)(de)(de)(de)情況(kuang)。員工(gong)是企業最(zui)寶貴的(de)(de)(de)(de)資(zi)源之一(yi)(yi)這(zhe)一(yi)(yi)理念應該落到實(shi)處，空喊(han)口號沒(mei)有(you)實(shi)際意義。可(ke)以考慮(lv)結存部分獎(jiang)金用于開年(nian)上班發(fa)放的(de)(de)(de)(de)方式解決這(zhe)一(yi)(yi)問題。

3.趨(qu)(qu)利(li)性員(yuan)(yuan)工(gong)(gong)流失(shi)總是趨(qu)(qu)向于(yu)(yu)個(ge)人(ren)利(li)益和個(ge)人(ren)目(mu)標(biao)。這些員(yuan)(yuan)工(gong)(gong)可(ke)分為(wei)追(zhui)求(qiu)(qiu)物質型(xing)、追(zhui)求(qiu)(qiu)環(huan)境型(xing)和追(zhui)求(qiu)(qiu)穩定型(xing)。廣大進城(cheng)務工(gong)(gong)的(de)農(nong)民工(gong)(gong)目(mu)標(biao)比(bi)較(jiao)明確，追(zhui)求(qiu)(qiu)物質利(li)益表現明顯，而(er)這一(yi)(yi)批人(ren)也能(neng)(neng)吃苦耐勞，自愿加班(ban)，便(bian)于(yu)(yu)管理。這類(lei)人(ren)群只要(yao)提供相(xiang)對有競(jing)爭力的(de)薪酬待遇就能(neng)(neng)留住(zhu)。而(er)對于(yu)(yu)有一(yi)(yi)定學(xue)歷或者(zhe)專(zhuan)業技能(neng)(neng)的(de)員(yuan)(yuan)工(gong)(gong)來(lai)說，追(zhui)求(qiu)(qiu)良好的(de)工(gong)(gong)作環(huan)境，融洽(qia)的(de)工(gong)(gong)作氛圍和可(ke)預期的(de)職業前景都是重要(yao)的(de)個(ge)人(ren)目(mu)標(biao)。這類(lei)員(yuan)(yuan)工(gong)(gong)往往思維(wei)活躍，敢于(yu)(yu)創新，雖然在(zai)務實肯干方面可(ke)能(neng)(neng)存在(zai)一(yi)(yi)些問題，只要(yao)能(neng)(neng)統一(yi)(yi)于(yu)(yu)被認可(ke)的(de)有強(qiang)大感召力的(de)企業文化，就能(neng)(neng)發揮出巨大的(de)能(neng)(neng)量。

[摘要]本文首先闡(chan)述了我(wo)國高新(xin)技術企業(ye)員(yuan)工流(liu)失所(suo)造成的負面影響,然后給出了我(wo)國高新(xin)技術企業(ye)解決員(yuan)工流(liu)失的一些對策。

[關鍵詞]高新(xin)技術(shu)企(qi)業員(yuan)工流失

人力資源(yuan)(yuan)是(shi)(shi)現代經濟發(fa)展的(de)首要資源(yuan)(yuan)，在(zai)經濟全球化的(de)進程中(zhong)，誰擁有了(le)高素質的(de)人力資源(yuan)(yuan)，誰充分發(fa)揮了(le)人力資源(yuan)(yuan)的(de)作用，誰就(jiu)能(neng)把握經濟發(fa)展的(de)主(zhu)動(dong)權，從而(er)在(zai)全球競(jing)爭中(zhong)占據優(you)勢，然而(er)，企(qi)業員工(gong)的(de)流(liu)動(dong)是(shi)(shi)不可避免的(de)熱門話(hua)題。近年(nian)來，在(zai)高新企(qi)業中(zhong)，核(he)心員工(gong)流(liu)失現象嚴重，如何吸引和(he)留(liu)住核(he)心員工(gong)目前是(shi)(shi)關(guan)系企(qi)業發(fa)展的(de)問題。

1.企(qi)業(ye)所需人(ren)才的(de)(de)(de)(de)(de)流失(shi)給企(qi)業(ye)帶來很大(da)的(de)(de)(de)(de)(de)影響。高新技(ji)(ji)術(shu)企(qi)業(ye)是(shi)勞動密(mi)集(ji)型行業(ye)，它(ta)提供的(de)(de)(de)(de)(de)是(shi)高新技(ji)(ji)術(shu)為(wei)核(he)心(xin)的(de)(de)(de)(de)(de)產(chan)品(pin)服務(wu)組合，其主要生(sheng)產(chan)者(zhe)(zhe)是(shi)人(ren)，員(yuan)工(gong)是(shi)高新技(ji)(ji)術(shu)的(de)(de)(de)(de)(de)提供者(zhe)(zhe)，會對企(qi)業(ye)的(de)(de)(de)(de)(de)市場和(he)經濟效益產(chan)生(sheng)極大(da)影響。高新技(ji)(ji)術(shu)企(qi)業(ye)的(de)(de)(de)(de)(de)競(jing)爭很大(da)程度(du)上是(shi)人(ren)才的(de)(de)(de)(de)(de)競(jing)爭，那些(xie)富(fu)有管(guan)理(li)經驗的(de)(de)(de)(de)(de)管(guan)理(li)者(zhe)(zhe)、技(ji)(ji)能出眾(zhong)的(de)(de)(de)(de)(de)員(yuan)工(gong)就成(cheng)了各大(da)企(qi)業(ye)競(jing)相挖腳的(de)(de)(de)(de)(de)對象；如(ru)(ru)果關鍵的(de)(de)(de)(de)(de)技(ji)(ji)術(shu)人(ren)員(yuan)流失(shi)，可能會導(dao)致(zhi)生(sheng)產(chan)無法(fa)正常進行，產(chan)品(pin)質量難以把(ba)握，研發(fa)工(gong)作停滯不前，核(he)心(xin)技(ji)(ji)術(shu)被盜取，產(chan)品(pin)被仿(fang)制等等。如(ru)(ru)果銷售人(ren)員(yuan)流失(shi)，往往會導(dao)致(zhi)與他們相關聯的(de)(de)(de)(de)(de)市場以及大(da)批老客(ke)戶的(de)(de)(de)(de)(de)流失(shi)，銷售人(ren)員(yuan)的(de)(de)(de)(de)(de)流失(shi)將(jiang)使企(qi)業(ye)的(de)(de)(de)(de)(de)生(sheng)產(chan)、銷售的(de)(de)(de)(de)(de)連續性、穩定性遭到破(po)壞(huai)。如(ru)(ru)果企(qi)業(ye)中高級(ji)管(guan)理(li)人(ren)員(yuan)流失(shi)，不僅會削落企(qi)業(ye)的(de)(de)(de)(de)(de)管(guan)理(li)能力，還會使企(qi)業(ye)的(de)(de)(de)(de)(de)內(nei)部情況及商業(ye)秘(mi)密(mi)外泄。

2.流(liu)出企(qi)業(ye)(ye)的巨(ju)大成本(ben)損(sun)失(shi)。高新(xin)技術企(qi)業(ye)(ye)從招(zhao)聘到(dao)培訓員(yuan)工所付出的人力資本(ben)投資將隨(sui)著員(yuan)工的跳槽(cao)而流(liu)出本(ben)企(qi)業(ye)(ye)并(bing)注入(ru)到(dao)其(qi)他(ta)企(qi)業(ye)(ye)中，對(dui)他(ta)們而言是巨(ju)大的成本(ben)損(sun)失(shi)。美國學(xue)(xue)者(zhe)古(gu)斯塔·福遜估計，貝爾公司每年(nian)更替一(yi)人次，花費的成本(ben)損(sun)失(shi)1000美元；而對(dui)企(qi)業(ye)(ye)、學(xue)(xue)術團(tuan)體(ti)、咨詢(xun)組織(zhi)研究(jiu)顯示(shi)，該成本(ben)按職位不(bu)同(tong)從月薪(xin)至(zhi)年(nian)薪(xin)的1倍(bei)(bei)～1.5倍(bei)(bei)不(bu)等。美國管理學(xue)(xue)會(AMA)的報告顯示(shi)，替換一(yi)名員(yuan)工的成本(ben)至(zhi)少相當于其(qi)全年(nian)薪(xin)酬(chou)(chou)的30%；對(dui)于技能緊缺的崗位，此項成本(ben)相當于員(yuan)工全年(nian)薪(xin)酬(chou)(chou)的1.5倍(bei)(bei)甚至(zhi)更高。

3.員(yuan)(yuan)工(gong)(gong)的(de)(de)流失(shi)會(hui)(hui)極(ji)大地(di)影響士氣(qi)。一(yi)部(bu)分員(yuan)(yuan)工(gong)(gong)的(de)(de)流失(shi)對其(qi)(qi)他(ta)(ta)在(zai)崗人(ren)員(yuan)(yuan)的(de)(de)情緒(xu)及工(gong)(gong)作態度產生不利的(de)(de)影響。這是因為一(yi)部(bu)分員(yuan)(yuan)工(gong)(gong)的(de)(de)流失(shi)則(ze)可能(neng)會(hui)(hui)刺激(ji)更(geng)大范圍的(de)(de)人(ren)員(yuan)(yuan)流失(shi)，而且(qie)向(xiang)其(qi)(qi)他(ta)(ta)員(yuan)(yuan)工(gong)(gong)提(ti)示還有其(qi)(qi)他(ta)(ta)的(de)(de)選擇機(ji)會(hui)(hui)存在(zai)。特別是當人(ren)們看到(dao)(dao)流失(shi)的(de)(de)員(yuan)(yuan)工(gong)(gong)得到(dao)(dao)了(le)更(geng)好的(de)(de)發(fa)展(zhan)機(ji)遇或(huo)因流出而獲得更(geng)多的(de)(de)收(shou)益時，留(liu)在(zai)崗位上的(de)(de)人(ren)員(yuan)(yuan)就會(hui)(hui)人(ren)心思動，工(gong)(gong)作積極(ji)性受(shou)到(dao)(dao)影響。也許從(cong)前(qian)從(cong)未考慮(lv)過(guo)要(yao)尋(xun)找新(xin)的(de)(de)工(gong)(gong)作的(de)(de)員(yuan)(yuan)工(gong)(gong)也會(hui)(hui)開始(shi)(shi)或(huo)準備開始(shi)(shi)尋(xun)找新(xin)的(de)(de)工(gong)(gong)作。

摘要：本文首(shou)先(xian)闡述了(le)我國高新(xin)技術企業員工流失所造成(cheng)的負面(mian)影響(xiang),然后(hou)給出(chu)了(le)我國高新(xin)技術企業解決員工流失的一些對策。

關鍵詞：高(gao)新(xin)技術企(qi)業員工流失

人力資(zi)源(yuan)是(shi)現(xian)代經濟(ji)發(fa)展(zhan)的首要資(zi)源(yuan)，在(zai)經濟(ji)全球(qiu)化的進程中(zhong)，誰擁有了高(gao)素質的人力資(zi)源(yuan)，誰充分(fen)發(fa)揮了人力資(zi)源(yuan)的作用，誰就能把握經濟(ji)發(fa)展(zhan)的主動(dong)權，從而(er)在(zai)全球(qiu)競爭(zheng)中(zhong)占據優勢，然而(er)，企(qi)業員(yuan)(yuan)工(gong)的流(liu)動(dong)是(shi)不可避免(mian)的熱門話題。近年來，在(zai)高(gao)新(xin)企(qi)業中(zhong)，核(he)心員(yuan)(yuan)工(gong)流(liu)失現(xian)象嚴重，如何吸引和(he)留(liu)住核(he)心員(yuan)(yuan)工(gong)目前(qian)是(shi)關系(xi)企(qi)業發(fa)展(zhan)的問題。

一、高新技術企業(ye)員工流失帶來的負面影響

1.企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)所需人才的(de)(de)(de)流(liu)(liu)失(shi)給企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)帶來很(hen)(hen)大(da)的(de)(de)(de)影響(xiang)。高新(xin)(xin)技(ji)術企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)是勞動密集型行(xing)業(ye)(ye)(ye)，它提供的(de)(de)(de)是高新(xin)(xin)技(ji)術為核心的(de)(de)(de)產品服務組合，其主要生產者(zhe)(zhe)是人，員(yuan)工(gong)是高新(xin)(xin)技(ji)術的(de)(de)(de)提供者(zhe)(zhe)，會(hui)對企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)的(de)(de)(de)市場和經濟效益產生極大(da)影響(xiang)。高新(xin)(xin)技(ji)術企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)的(de)(de)(de)競(jing)(jing)爭很(hen)(hen)大(da)程度上是人才的(de)(de)(de)競(jing)(jing)爭，那些富有管理(li)經驗的(de)(de)(de)管理(li)者(zhe)(zhe)、技(ji)能出眾的(de)(de)(de)員(yuan)工(gong)就成了各大(da)企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)競(jing)(jing)相挖腳的(de)(de)(de)對象；如(ru)(ru)果(guo)關(guan)(guan)鍵的(de)(de)(de)技(ji)術人員(yuan)流(liu)(liu)失(shi)，可能會(hui)導(dao)致生產無法正常進行(xing)，產品質量難以(yi)把握，研(yan)發工(gong)作停滯不前，核心技(ji)術被盜取(qu)，產品被仿制等等。如(ru)(ru)果(guo)銷售人員(yuan)流(liu)(liu)失(shi)，往往會(hui)導(dao)致與他們相關(guan)(guan)聯的(de)(de)(de)市場以(yi)及大(da)批(pi)老客戶的(de)(de)(de)流(liu)(liu)失(shi)，銷售人員(yuan)的(de)(de)(de)流(liu)(liu)失(shi)將使企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)的(de)(de)(de)生產、銷售的(de)(de)(de)連(lian)續性、穩定(ding)性遭到破壞。如(ru)(ru)果(guo)企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)中高級管理(li)人員(yuan)流(liu)(liu)失(shi)，不僅會(hui)削(xue)落企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)的(de)(de)(de)管理(li)能力，還會(hui)使企(qi)(qi)(qi)(qi)業(ye)(ye)(ye)的(de)(de)(de)內部情況及商業(ye)(ye)(ye)秘(mi)密外泄。

2.流出企(qi)(qi)業(ye)(ye)的(de)(de)巨大成本(ben)(ben)損(sun)失(shi)。高(gao)新技(ji)術(shu)企(qi)(qi)業(ye)(ye)從招聘到(dao)培訓員(yuan)工所付出的(de)(de)人(ren)力資本(ben)(ben)投資將隨著員(yuan)工的(de)(de)跳(tiao)槽而流出本(ben)(ben)企(qi)(qi)業(ye)(ye)并(bing)注入到(dao)其他企(qi)(qi)業(ye)(ye)中，對他們而言是巨大的(de)(de)成本(ben)(ben)損(sun)失(shi)。美(mei)國學(xue)者古(gu)斯塔·福(fu)遜估計，貝爾公(gong)司(si)每(mei)年(nian)(nian)更(geng)替一人(ren)次，花(hua)費的(de)(de)成本(ben)(ben)損(sun)失(shi)1000美(mei)元(yuan)；而對企(qi)(qi)業(ye)(ye)、學(xue)術(shu)團體、咨詢組織研究顯示，該成本(ben)(ben)按職(zhi)位不同從月薪(xin)至年(nian)(nian)薪(xin)的(de)(de)1倍(bei)～1.5倍(bei)不等。美(mei)國管理(li)學(xue)會(hui)(AMA)的(de)(de)報告顯示，替換(huan)一名(ming)員(yuan)工的(de)(de)成本(ben)(ben)至少(shao)相(xiang)當于(yu)其全年(nian)(nian)薪(xin)酬(chou)的(de)(de)30%；對于(yu)技(ji)能緊缺(que)的(de)(de)崗位，此項成本(ben)(ben)相(xiang)當于(yu)員(yuan)工全年(nian)(nian)薪(xin)酬(chou)的(de)(de)1.5倍(bei)甚至更(geng)高(gao)。

摘要：本文是作者讀(du)書(shu)思考的心得(de)，簡要地說明在當前(qian)全球金融(rong)危(wei)機下國內(nei)外企(qi)(qi)業(ye)(ye)一系(xi)列對(dui)待員工的錯(cuo)誤做法(fa)，指(zhi)出做法(fa)的危(wei)害，點出其本質就是不面對(dui)現實、不負責(ze)任(ren)。在此基礎上借(jie)鑒世界上跨國企(qi)(qi)業(ye)(ye)CEO的一些做法(fa)，指(zhi)出企(qi)(qi)業(ye)(ye)管理者應該負起責(ze)任(ren)，合理控制人才流(liu)失，留住人才讓企(qi)(qi)業(ye)(ye)順利走出低谷。

關鍵(jian)詞:流失率；全(quan)面裁員(yuan)；防范機制；無邊界(jie)服(fu)務。

當前(qian)正處(chu)于金融危(wei)機(ji)嚴(yan)重(zhong)影(ying)響中，我國特別是(shi)(shi)南方外(wai)向型經(jing)濟實體(ti)受到(dao)(dao)嚴(yan)重(zhong)沖擊(ji)。近期屢見(jian)報端的農(nong)民(min)工提前(qian)返鄉，國際跨國企業大面積裁(cai)員(yuan)，當危(wei)機(ji)到(dao)(dao)來時企業的慣性(xing)做法就是(shi)(shi)裁(cai)員(yuan)增效(xiao)或者(zhe)凍結(jie)員(yuan)工的工資。因(yin)此我們有必要(yao)探(tan)討一(yi)下此類做法是(shi)(shi)否可(ke)取，就目前(qian)的效(xiao)果(guo)造(zao)成(cheng)人心(xin)惶惶，讓人看不到(dao)(dao)未(wei)來，使(shi)人失去了信心(xin)（此時信心(xin)比黃(huang)金還要(yao)貴——語），致使(shi)一(yi)批極為優(you)秀的人才流失。

本人(ren)(ren)在與(yu)企(qi)業(ye)接觸時也了(le)(le)(le)解到諸如(ru)(ru)此類(lei)的(de)(de)(de)問題，企(qi)業(ye)辛辛苦苦地投巨資對員工進行培訓，可適得其(qi)反，其(qi)結果往(wang)往(wang)是“賠(pei)了(le)(le)(le)夫人(ren)(ren)又折兵”，成了(le)(le)(le)為(wei)他人(ren)(ren)做(zuo)嫁衣了(le)(le)(le)面對此類(lei)困惑(huo)作為(wei)企(qi)業(ye)管理者應(ying)該怎樣看待呢？我(wo)這里有一組數據(ju)，一般企(qi)業(ye)流(liu)出率(lv)為(wei)5—10%而(er)服務(wu)企(qi)業(ye)如(ru)(ru)旅游酒店(dian)業(ye)實(shi)際為(wei)23.9%，最(zui)高達(da)45%。近年(nian)來(lai)呈(cheng)現(xian)(xian)流(liu)失(shi)(shi)常態(tai)化(hua)，流(liu)失(shi)(shi)頻(pin)率(lv)加(jia)快和(he)人(ren)(ren)才集體化(hua)流(liu)失(shi)(shi)，特別表現(xian)(xian)高級管理人(ren)(ren)才流(liu)失(shi)(shi)加(jia)劇(ju)。如(ru)(ru)何破解困惑(huo)呢?俗話說“他山之石可以(yi)攻玉”讓我(wo)們借(jie)鑒一下世界上(shang)最(zui)偉大的(de)(de)(de)美國GE公(gong)司(si)的(de)(de)(de)CEO杰(jie)克(ke).韋爾奇、管理大師彼得.德魯克(ke)的(de)(de)(de)思想和(he)做(zuo)法結合(he)我(wo)們的(de)(de)(de)實(shi)際情(qing)況創出一條兼(jian)顧公(gong)平和(he)效益(yi)的(de)(de)(de)路(lu)子來(lai)。

企(qi)業(ye)常見的(de)做法(fa)之(zhi)一(yi)是全面(mian)裁(cai)員(yuan)(yuan)(yuan)或者(zhe)凍結(jie)工資(zi)。動(dong)輒就裁(cai)員(yuan)(yuan)(yuan)10%甚至更(geng)多，往往是一(yi)刀切，不加(jia)區別致使(shi)優秀管理人才流失(shi)，即使(shi)留(liu)下的(de)也人人思保，給(gei)企(qi)業(ye)留(liu)下極(ji)(ji)大的(de)隱(yin)患(huan)。凍結(jie)工資(zi)則(ze)嚴(yan)重影響(xiang)員(yuan)(yuan)(yuan)工的(de)士(shi)氣(qi)，勞動(dong)效率直(zhi)線(xian)下降。以上(shang)做法(fa)是建立在(zai)“有難(nan)同當”的(de)思想基礎之(zhi)上(shang)，這不是直(zhi)面(mian)現實的(de)態度(du)，而且沒有對不同“人員(yuan)(yuan)(yuan)和部門區別對待”這是不公平的(de)，是不負(fu)責(ze)任的(de)。此類做法(fa)只能(neng)致使(shi)企(qi)業(ye)人才流失(shi)率加(jia)劇，極(ji)(ji)不利于企(qi)業(ye)未來(lai)的(de)可持續(xu)發(fa)展。

企業(ye)常見的(de)(de)做(zuo)法(fa)之二是實行終身制。諸如日本(ben)的(de)(de)公司(si)和(he)中國(guo)的(de)(de)國(guo)有企業(ye)，員(yuan)(yuan)工(gong)(gong)(gong)和(he)企業(ye)之間(jian)存(cun)在著(zhu)隱(yin)形合(he)同(tong)，這(zhe)一(yi)做(zuo)法(fa)使員(yuan)(yuan)工(gong)(gong)(gong)和(he)企業(ye)牢牢困在一(yi)起，看似充滿人情味，實則帶來的(de)(de)后果是由(you)于(yu)流失(shi)率幾乎(hu)為零(ling)，結果官僚作風(feng)盛行，人浮于(yu)事，效率低下，機(ji)構臃腫，缺乏創新意識，如死(si)水一(yi)潭。人們恰恰忘記了(le)在市(shi)場經濟中給員(yuan)(yuan)工(gong)(gong)(gong)發工(gong)(gong)(gong)資的(de)(de)是滿意的(de)(de)客戶，而不是公司(si)。隨著(zhu)經濟危機(ji)的(de)(de)到來公司(si)的(de)(de)發展(zhan)也有很大的(de)(de)不確定性，市(shi)場會無(wu)情地(di)擊碎這(zhe)種(zhong)隱(yin)性合(he)同(tong)，使員(yuan)(yuan)工(gong)(gong)(gong)瞬間(jian)陷(xian)入失(shi)業(ye)困窘。采取這(zhe)種(zhong)做(zuo)法(fa)的(de)(de)企業(ye)走進了(le)一(yi)條死(si)胡同(tong)，到頭來只有死(si)路一(yi)條。