地勘企业80后知识型员工流失现象探析  

A Look at the Drain on Intellectual Staff of the Generation after 80s in Geological Exploration Enterprises

作　　者：苏雅雯[1] 

机构地区：[1]中国煤炭地质总局水文地质局,河北邯郸056004

出　　处：《中国国土资源经济》2016年第2期57-60,共4页Natural Resource Economics of China

摘　　要：由于管理模式粗放落后,地勘企业普遍存在80后知识型员工流失率高的问题。地勘企业80后知识型员工流失的原因:(1)初入社会,80后知识型员工难以应对野外工作挑战;(2)地勘队伍传统的粗放管理模式容易造成心理契约违背;(3)传统地勘队伍制度缺乏灵活度,80后知识型员工休假无法满足;(4)实际收入与期望收入存在一定差距,地勘企业对人才的吸引力不足。对策建议:(1)建立有效的薪酬激励机制,发掘知识型员工的潜力;(2)建立灵活的休假制度;(3)加强心理契约管理,重视心理需求,营造企业与员工共同成长的企业文化。Many geological prospecting enterprises have the problem of the serious outflow of talent.This paper argues that the reasonsbehind this drain on intellectual staff of the generation after 80 s lie in the fact that: it is difficult for these intellectual staffs to cope with the challenge of field workwhen they first step into society;the management mode of the traditional extensive type easily leads to psychological contract violation; therigid traditional system of geological exploration team fails to meet the holiday entitlement of these staffs; there is a certain gap between actual income and expected income. On account of this, this paper puts forward some measures for improving this situation. These include: establishing effective salary-incentive mechanism, and discovering the potentials of knowledge staff; setting up a flexible holiday system; enhancing efforts to manage psychological contract,attaching great importance to the psychological needs; building the enterprise culture for employees and enterprises to grow together.

关 键 词：地勘企业 80后知识型员工 流失 原因 对策 

分 类 号：F407.1[经济管理—产业经济] F062.1