国有企业人力资源流失问题及其对策  

Discussion on the Brain-drain in State-owned Enterprises and the Countermeasures

作　　者：夏焱[1] 

机构地区：[1]天津财经学院国际经济贸易系,天津300222

出　　处：《天津市财贸管理干部学院学报》2004年第2期7-8,共2页Journal of Tianjin Institute of Financial and Commercial Management

摘　　要：进入21世纪,人力资本对公司来说将比金融资本更重要。各企业之间的竞争,说到底是人才的竞争,是人才数量和质量的竞争。企业有没有竞争力、竞争力是否能持续,主要取决于企业的人才竞争力。而近些年来,我国国有企业人才流失现象却极为严重,已影响到国有企业未来发展。而造成这一局面的根源又是多方面的。针对这一情况,国有企业在改制过程中,应充分借鉴国内外优秀企业的人力资源管理成功经验,建立起与社会主义市场经济体制相适应的人力资源管理体系。In 21 century, human resources, for enterprises, are more important than financial capital. Competition among enterprises is the competition on quantity and quality of the professional. Whether the enterprises have competition and whether the competition can exist for Iong time depend on the highly skilled personnel. However, in state-owned enterprises, the brain- drain, which was resulted from reasons in many ways, is so serious that it affects their future development. During the course of reform, in order to solve the problem, the state-owned enterprises should use the successful experience of other enterprises at home and abroad and build up the management system of human resources adapting to socialist marketing economy.

关 键 词：国有企业 人力资源流失问题 人力资源管理 人才选拔制度 企业文化 激励制度 管理者 

分 类 号：F276.1[经济管理—企业管理]