【作者】 张莹；

【导师】 刘雪华；

【作者基本信息】 吉林大学 ， 公共管理硕士（专业学位）， 2023， 硕士

【摘要】 国有企业虽然有着营利性这种企业共有的性质,但它不同于普通企业,它是一种有着全民所有制企业的性质,有着相应的经济目标,同时还带有维护公共利益的目的,遍布国家各个领域的特殊存在。国有企业是社会主义公有制的具体体现,它作为公共管理重要的主体之一,在社会稳定和经济发展中起着至关重要的作用。也因为其公共属性,决定了它的社会公共目标往往要排在经济目标之前,且往往会把社会公共利益作为首要目标。由于每年都有大批的应届毕业生涌入市场,这时候有些国有企业就要承担起实现社会公共利益目标的责任,完成国资委核定的进人指标。如果仅仅是为了完成政府核定的指标而去招聘却没有采取相应的配套措施的话,很容易造成人才的流失。所以在国有企业的发展过程中,应届生人才的流失问题显得尤为重要,而且这些流失带来的危害是由小及大的。从国有企业的层面来说,不仅会对国有企业造成一定的人力、物力、财力等损失,还会影响其社会目标的实现;于毕业生而言,还会增加应届毕业生的试错成本;放眼整个社会来讲,其危害性更是不言而喻的。然而在生产和经营方面,由于国有企业与政府相比具有更大的灵活性,监管的难度也会随之提升,所以,从政策执行的角度研究是很有必要的,因为政策执行离不开政府的监管。本文试从政策执行角度以D市Y国企流失大量校园招聘的应届生人才为出发点,采用理论与实践相结合的方法,深入调查该国企的内部情况。首先找出麦克拉夫林模型和利益相关者理论之间的内在联系,统一视角作为本文的理论框架。其次通过深度访谈已离职应届生人才和人力资源管理部门等方式发现并找出其在政策执行方面存在的问题,分析国有企业应届生人才流失的原因。最后从利益博弈和政策执行互动等方面提出相应的对策建议,旨在找出从政策执行角度改善国有企业人才流失的方法,促进国有企业的健康发展,减少应届生人才的试错成本,促进国有企业社会公共目标的实现。更多还原

【Abstract】 Although state-owned enterprises have a common nature of profit-making,they are different from ordinary enterprises.They are a special existence with the nature of enterprises owned by the whole people,with the purpose of corresponding economic,and have both economic and social public goals,covering various fields of the country.The public ownership of state-owned enterprises is a tangible demonstration of socialism,and as a major element of public administration,they are essential for social steadiness and economic growth.As it is public,its social objectives are more important than economic objectives and should be directed by the public’s interests.Due to the influx of a large number of graduates into the market every year,some state-owned enterprises must take on the responsibility of achieving social and public interest goals and achieving the recruitment targets approved by the State-owned Assets Supervision and Administration Commission.If recruitment is only done to meet government approved targets without taking corresponding supporting measures,it is easy to cause talent loss.Therefore,in the development process of state-owned enterprises,the loss of fresh graduates is particularly important,and the harm caused by these losses is small to large.From the perspective of state-owned enterprises,it not only causes certain losses in manpower,material resources,financial resources,etc.to state-owned enterprises,but also affects the achievement of their social goals;For graduates,it will also increase the trial and error cost of fresh graduates;Looking at the entire society,its harm is self-evident.However,in terms of production and operation,due to the greater flexibility of state-owned enterprises compared to the government,the difficulty of regulation will also increase.Therefore,it is necessary to study from the perspective of policy implementation,as policy implementation cannot be separated from government regulation.An exploration of Y state-owned enterprise in D city’s internal state from a policy implementation standpoint,utilizing a synthesis of theory and practice,commenced with the departure of a considerable amount of newly recruited campus personnel.Firstly,find out the intrinsic relationship between Mc Laughlin’s model and stakeholder theory,and the unified perspective is used as the theoretical framework of this paper.Secondly,through indepth interviews with fresh graduates who have left the city and human resource management departments,we will find out the problems in policy implementation,and analyze the reasons for the brain drain of fresh graduates and college students in state-owned enterprises.Finally,corresponding countermeasures and suggestions are put forward from the aspects of interest game and policy implementation interaction,aiming to find ways to improve the brain drain of state-owned enterprises from the perspective of policy implementation,promote the healthy development of state-owned enterprises,reduce the trial and error expenses of fresh graduates,and promote the realization of social and public goals of state-owned enterprises.更多还原