农业企业员工流失的问题与对策研究：以广州某农业龙头企业为例  

Problems and Countermeasures of Employees Turnover in Agricultural Enterprises: A Case Study of a Leading Agricultural Enterprise in Guangzhou

作　　者：周文良[1] 应琦[2] 李颖[2] 

机构地区：[1]华南农业大学经济管理学院经济贸易系 [2]华南农业大学经济管理学院

出　　处：《中国人力资源开发》2016年第14期63-68,共6页Human Resources Development of China

基　　金：国家自然科学基金青年科学基金项目(71503085);广东省自然科学基金项目(2016B088);广东省农业资源与区划研究课题(2015ny06)资助

摘　　要：农业企业由于偏居一隅,管理封闭,面临着严重的员工流失问题。本文从内部劳动力市场理论出发,以广州某农业龙头企业为例,分析了农业企业员工流失的原因。农业龙头企业由于内部劳动力市场相对封闭,其入口没有向外聘的新员工打开使得新员工无法融入企业,加上企业职业阶梯的不完善,导致了企业员工的外部流失。要解决农业企业员工流失问题,需要促进内部劳动力市场向新员工开放促进员工融入、创新人才内部竞争增强人岗匹配度、增强外部人才引进强化鲶鱼效应、完善薪酬激励实现分享发展以及加强人力资源开发力度促进价值实现。In this paper, we analyzes the serious phenomenon of employees＇ turnover that agricultural enterprises faced. We intend to shed light on the relationship between inefficiency of internal labor market and employees turnover, based on a personnel record of a leading agricultural enterprise in Guangzhou. We find that the port of entry are closed to employees who are hired from the open markets and that the career ladder is not encouraging. Both of these situation lead to employees flow out of the company. Opening port of entry and resetting career ladder system are both required to conquer the difficulty.

关 键 词：农业企业 员工流失 人力资源管理 内部劳动力市场 

分 类 号：F272.92[经济管理—企业管理] F324[经济管理—国民经济]