【作者】 蒲丹；

【导师】 冉启英；

【作者基本信息】 新疆大学 ， 工商管理（专业学位）， 2020， 硕士

【摘要】 随着中国经济步入“新常态”,我国建筑业的发展也面临新的挑战。一方面,建筑业的市场风险增多、发展速度逐渐放缓、竞争日趋激烈;另一方面,目前建筑业的项目也越来越紧俏,出现僧多粥少的严峻局面,各大建筑企业都出现了回款难与盈利难的问题,而中小民营建筑企业由于本身资金少,规模小,企业发展前景不明朗,加之知名度不高、地域性强等一系列原因致使中小民营建筑企业的人才,特别是技术人才不断的流失,严重地影响到了企业的健康发展。因此,研究中小民营建筑企业技术人流失的问题,对企业健康发展具有重要的意义。本文是以新疆林豪建设工程有限公司作为研究对象,对中小民营建筑企业技术人才流失的问题进行研究,运用人才管理的相关理论,通过对公司高管及已经离职技术人员的访谈,再结合在职技术人才进行工作满意度的问卷调查,分别从公司的管理制度、工作生活环境、薪资福利、培训以及企业文化等方面分析了林豪公司技术人才流失率高所存在的问题及原因。调查发现主要存在问题是林豪公司管理方式落后;工作生活环境艰苦;薪酬福利制度不完善;内部培训不足;忽视企业文化建设等这些因素对该公司的发展造成多方面的不利影响。为了解决这些问题,笔者建议:采用现代企业管理制度;改善工作生活环境;优化现有薪酬福利方案;加强技术人才的职业培训;重视企业文化建设等。通过对新疆林豪公司技术人才流失问题的研究分析,不仅能够解决林豪公司人力资源管理上所存在的问题,还能提高企业的整体竞争实力,为同类型的建筑施工企业更好的留住人才,科学合理的使用人才提供参考和借鉴。更多还原

【Abstract】 As China’s economy enters the "new normal",the development of China’s construction industry also faces new challenges.On the one hand,the market risk of the construction industry has increased,the development speed has gradually slowed down and the competition has become increasingly fierce.On the other hand,at present,the construction projects are also increasingly in short supply,resulting in a severe situation that there are more than enough people to go around,all major construction enterprises have experienced difficulties in collecting funds and making profits,while small and medium-sized private construction enterprises,due to their small capital and small scale,have uncertain prospects for their development,in addition,a series of reasons,such as low visibility,strong regional and so on,result in the continuous loss of talents,especially technical talents,which seriously affects the healthy development of enterprises.Therefore,it is of great significance for the healthy development of the enterprises to study the problem of the loss of technical personnel in small and medium-sized private construction enterprises.This paper takes Xinjiang Linhao Construction Engineering Co.Ltd.as the research object,studies the loss of technical talents in small and medium-sized private construction enterprises,uses the relevant theory of talent management,interviews with senior executives and technical personnel who have left the company,and then carries out a questionnaire survey of job satisfaction with in-service technical personnel,respectively from the company’s management system,work and life environment This paper analyzes the problems and reasons of the high rate of brain drain in Linhao company from the aspects of environment,salary and welfare,training and corporate culture.The survey found that the main problems are the backward management mode of Linhao company,the hard working and living environment,the imperfect salary and welfare system,the lack of internal training,and the neglect of corporate culture construction,which have a negative impact on the development of the company in many aspects.In order to solve these problems,the author suggests: to adopt modern enterprise management system;to improve working and living environment;to optimize the existing salary and welfare programs;to strengthen the vocational training of technical personnel;to attach importance to the construction of enterprise culture.Through the research and analysis of the brain drain of technology in Xinjiang Linhao company,it can not only solve the problems existing in the human resource management of Linhao company,but also improve the overall competitiveness of the enterprise,so as to provide reference and reference for the same type of construction enterprises to better retain talents and use talents scientifically and reasonably.更多还原