鸿洋公司人力资源流失案例研究
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摘要
随着近年来中国经济的高速增长和对外经济活动的活跃,国内民营经济发展迅猛,在这轮经济迅速发展的浪潮中,诞生了一大批家族式管理的民营企业,为活跃经济和创造就业起到了不可替代的作用。
但随着民营经济规模的不断扩大和民营企业自身的发展壮大,家族式、家长式管理的弊端也不断显现,突出表现在企业管理的随意性大,企业文化的缺失,员工对企业的向心力和忠诚度不足,导致人力资源的大量流失。人才是企业发展的最核心要素,是企业立足于现代社会的重要资源。人才的流失会给企业带来管理理念中断、商业机密外泄和市场份额流失等很多严重的问题。因此,如何吸引人才、留住人才和用好人才是每一个企业管理者都需要面临的重要课题。
本文在系统介绍鸿洋公司出现的人力资源流失危机的基础上,运用人才流失模型和期望约束平衡理论,采用案例研究的方法,从鸿洋公司人力资源流失的现状和特点入手,分别从薪酬制度、企业文化和绩效管理三个方面对其人才流失的原因进行了深入的剖析,据此提出解决鸿洋公司目前出现问题的对策：建立对外具有竞争力,对内公平合理的薪酬制度、建设个性化基础上的企业文化体系和公平有效可持续的绩效管理体系。使企业自身不断发展壮大的同时,实现员工的物质和精神需求,最大限度的调动员工的积极性,增强企业的向心力和员工对企业的归属感,有效留住人才,保持企业人才队伍的相对稳定,从而提高企业的竞争力,促进企业可持续发展。
In recent years, with the rapid development of economy and the activity of foreign economic, the domestic private economy has been developing rapidly. In the wave of economic rapid development, a large number of family-based management private enterprises come out and they play an irreplaceable part in creating jobs and invigorating economy.
However, the abuse of family and paternalistic management has gradually emerged with the expansion of private economic scale and the development of private enterprises themselves. It highlights in the business management expanded arbitrarily, the lack of company culture, the shortage of centripetal force and layalty to the enterprise, all of these lead to the massive brain drain. Talent is the core element of business development and the important resource in modern society. Brain drain will bring the interruption of management concept, trade secrets leak, loss of market share and many other serious problems. Therefore, it is the critical issue that is how to attract and retain talent for every business manager.
Based on the systematic introduction of the crisis of the brain drain in Hongyang enterprise, the esssy takes advantage of brain drain model and expectation-constraint equilibrium theory and case study approach, the reasons of the brain drain are deeply analyzed from the current situation and feature of the brain drain in Hongyang enterprise.
Accordingly, the author proposes the measures that solve the problem of the Hongyang company. The external competition, internal fair and resonable compensation system, corporate culture system based on the individuation and a continuable performance management system have been established to guarantee material and spiritual needs of the staffs as the business development expanding. Meanwhile, it raises identification and sense of belonging to the enterprise to ensure the relative stability of the staffs to promote the sustainable development of the enterprise.
但随着民营经济规模的不断扩大和民营企业自身的发展壮大,家族式、家长式管理的弊端也不断显现,突出表现在企业管理的随意性大,企业文化的缺失,员工对企业的向心力和忠诚度不足,导致人力资源的大量流失。人才是企业发展的最核心要素,是企业立足于现代社会的重要资源。人才的流失会给企业带来管理理念中断、商业机密外泄和市场份额流失等很多严重的问题。因此,如何吸引人才、留住人才和用好人才是每一个企业管理者都需要面临的重要课题。
本文在系统介绍鸿洋公司出现的人力资源流失危机的基础上,运用人才流失模型和期望约束平衡理论,采用案例研究的方法,从鸿洋公司人力资源流失的现状和特点入手,分别从薪酬制度、企业文化和绩效管理三个方面对其人才流失的原因进行了深入的剖析,据此提出解决鸿洋公司目前出现问题的对策：建立对外具有竞争力,对内公平合理的薪酬制度、建设个性化基础上的企业文化体系和公平有效可持续的绩效管理体系。使企业自身不断发展壮大的同时,实现员工的物质和精神需求,最大限度的调动员工的积极性,增强企业的向心力和员工对企业的归属感,有效留住人才,保持企业人才队伍的相对稳定,从而提高企业的竞争力,促进企业可持续发展。
In recent years, with the rapid development of economy and the activity of foreign economic, the domestic private economy has been developing rapidly. In the wave of economic rapid development, a large number of family-based management private enterprises come out and they play an irreplaceable part in creating jobs and invigorating economy.
However, the abuse of family and paternalistic management has gradually emerged with the expansion of private economic scale and the development of private enterprises themselves. It highlights in the business management expanded arbitrarily, the lack of company culture, the shortage of centripetal force and layalty to the enterprise, all of these lead to the massive brain drain. Talent is the core element of business development and the important resource in modern society. Brain drain will bring the interruption of management concept, trade secrets leak, loss of market share and many other serious problems. Therefore, it is the critical issue that is how to attract and retain talent for every business manager.
Based on the systematic introduction of the crisis of the brain drain in Hongyang enterprise, the esssy takes advantage of brain drain model and expectation-constraint equilibrium theory and case study approach, the reasons of the brain drain are deeply analyzed from the current situation and feature of the brain drain in Hongyang enterprise.
Accordingly, the author proposes the measures that solve the problem of the Hongyang company. The external competition, internal fair and resonable compensation system, corporate culture system based on the individuation and a continuable performance management system have been established to guarantee material and spiritual needs of the staffs as the business development expanding. Meanwhile, it raises identification and sense of belonging to the enterprise to ensure the relative stability of the staffs to promote the sustainable development of the enterprise.
引文
[1]孔庆大.企业人力资源流失的原因及对策[J].辽宁丝绸.2010(2)：43-44.
[2]王丽娜.企业人力流失现状及原因分析[J].现代经济信息(学术版).2008(1)：22-24.
[3]陈海涛.我国国有商业银行人才流失的现状问题及对策研究[D]：(硕士学位论文).长春：东北师范大学,2005.
[4]姜文.高校人事制度的改革现状与创新策略研究[D]：(硕士学位论文).长沙：湖南师范大学,2006.
[5]张龙,刘洪,胡恩华.人才流动变危机为契机[J].新资本.2005(7)：30-31.
[6]李兵.金陵石化公司人才流失的应对策略研究[D]：(硕士学位论文).南京：东南大学,2007.
[7]J.G.March, H. A. Simon. Organizations [M]. New York:Wiley,1958.
[8]金艳菲.IT企业员工激励制度及流失管理—以浙江用友软件公司为例[D]：(硕士学位论文).杭州：浙江工业大学,2010.
[9]曹艳婷.中小型企业绩效管理体系设计研究-以HB公司为例[J].中国商界.2010(7)：209-211.
[10]罗布戈菲.人员管理[M].北京：中国人民大学出版社,2000.
[11]鲁海帆.高管团队内薪酬差距与公司业绩-基于中国上市公司的实证研究[D]：(硕士学位论文).广州：暨南大学,2008.
[12]张国良.企业文化管理[M].北京：清华大学出版社,2010.
[13]何载福.企业文化建设实践与绩效研究[D]：(博士学位论文).武汉：华中科技大学管理学院,2005.
[14]陈林,李芳丽.浅析企业绩效管理的现状及应对措施[J].中国商贸.2011(7)：81-82.
[15]徐友桂.企业绩效管理体系设计研究[D]：(硕士学位论文).西安：西北大学经济管理学院,2002.
[16]于海波,郑晓明.薪酬满意度的测量、影响因素和作用[J].科学管理研究.2008(2)：82-85.
[17]谢宣正.企业人力资源管理人员薪酬满意度研究[D]：(博士学位论文).广州：暨南大学,2004.
[18]R. P. Steel, J. R. Rentseh. The Dispositional Model of Job Attitudes Revisited: Finding sofa 10 year attitudes[J]. Journal of Applied psychology.1997:82.
[19]陈洪玮.企业文化管理对企业绩效作用的理论与实证研究[D]：(博士学位论文).南昌：南昌大学,2008.
[20]王福东,虞淑娟,朱未易.企业文化与南京民营企业发展研究[J].南京社会科学.2005(9)：441-448.
[21]刘光明.社会价值导向对企业文化的影响-第16届国际企业文化年会综述[J].中外企业文化.2003(1)：48-49.
[22]赵松.企业绩效管理体系研究[D]：(硕士学位论文).北京：对外经济贸易大学,2005.
[23]Cleveland J N, Murphy R E. Multiple users of Performance appraisal. Prevalence and correlates[J].Journal of Applied Psychology.1989,74:130-135.
[2]王丽娜.企业人力流失现状及原因分析[J].现代经济信息(学术版).2008(1)：22-24.
[3]陈海涛.我国国有商业银行人才流失的现状问题及对策研究[D]：(硕士学位论文).长春：东北师范大学,2005.
[4]姜文.高校人事制度的改革现状与创新策略研究[D]：(硕士学位论文).长沙：湖南师范大学,2006.
[5]张龙,刘洪,胡恩华.人才流动变危机为契机[J].新资本.2005(7)：30-31.
[6]李兵.金陵石化公司人才流失的应对策略研究[D]：(硕士学位论文).南京：东南大学,2007.
[7]J.G.March, H. A. Simon. Organizations [M]. New York:Wiley,1958.
[8]金艳菲.IT企业员工激励制度及流失管理—以浙江用友软件公司为例[D]：(硕士学位论文).杭州：浙江工业大学,2010.
[9]曹艳婷.中小型企业绩效管理体系设计研究-以HB公司为例[J].中国商界.2010(7)：209-211.
[10]罗布戈菲.人员管理[M].北京：中国人民大学出版社,2000.
[11]鲁海帆.高管团队内薪酬差距与公司业绩-基于中国上市公司的实证研究[D]：(硕士学位论文).广州：暨南大学,2008.
[12]张国良.企业文化管理[M].北京：清华大学出版社,2010.
[13]何载福.企业文化建设实践与绩效研究[D]：(博士学位论文).武汉：华中科技大学管理学院,2005.
[14]陈林,李芳丽.浅析企业绩效管理的现状及应对措施[J].中国商贸.2011(7)：81-82.
[15]徐友桂.企业绩效管理体系设计研究[D]：(硕士学位论文).西安：西北大学经济管理学院,2002.
[16]于海波,郑晓明.薪酬满意度的测量、影响因素和作用[J].科学管理研究.2008(2)：82-85.
[17]谢宣正.企业人力资源管理人员薪酬满意度研究[D]：(博士学位论文).广州：暨南大学,2004.
[18]R. P. Steel, J. R. Rentseh. The Dispositional Model of Job Attitudes Revisited: Finding sofa 10 year attitudes[J]. Journal of Applied psychology.1997:82.
[19]陈洪玮.企业文化管理对企业绩效作用的理论与实证研究[D]：(博士学位论文).南昌：南昌大学,2008.
[20]王福东,虞淑娟,朱未易.企业文化与南京民营企业发展研究[J].南京社会科学.2005(9)：441-448.
[21]刘光明.社会价值导向对企业文化的影响-第16届国际企业文化年会综述[J].中外企业文化.2003(1)：48-49.
[22]赵松.企业绩效管理体系研究[D]：(硕士学位论文).北京：对外经济贸易大学,2005.
[23]Cleveland J N, Murphy R E. Multiple users of Performance appraisal. Prevalence and correlates[J].Journal of Applied Psychology.1989,74:130-135.
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