摘要
企业员工离职、尤其是核心员工的恶性离职会给企业带来致命打击。企业建立人才流失预警模型,强化对人才流失问题的研究,关键在于特定样本指标体系的构建及其影响程度的确定。国外的研究方法主要从离职原因和造成的影响程度入手,偏重于整个流失过程的机理分析以及各个因素在过程中所充当的角色变量的检验;很多国家还颁布了相应的法律和行业规定以达到约束人才跳槽的目的。国内的研究方法为两派:定性地用经验解释并模拟离职行为;定量地分析各种因素的影响程度,但是,对于不易量化的指标则采用问卷调查、访谈和专家打分的方法,这带有较大的主观性。我国学者应该在国外先进理论的基础上,不断通过实证寻求更贴近我国企业人才流失的研究方法,为企业在控制人才流失方面提供参考。
The employees quit job, especially the vicious turnover of core employees will strike the enterprise deadly. The key to building early warning model and concerning brain drain is to establish special sample index system and to confirm its impact. Starting from the reason and influence of turnover, the study abroad stresses analysis on mechanism of brain drain and test on all factors acted as variants in the process, in addition, many countries stipulate relevant laws and regulations to control brain drain. The study at home contains qualitative and quantitative analyses-qualitatively explaining and stimulating turnover with experience, and quantitatively analyzing the influence of all factors. However, we take questionnaire, interview and experts grading to deal with the indexes difficult to quantize, which is subjective to some extent. Hence, based on foreign advanced theory, Chinese scholars should seek research method suited for brain drain of Chinese enterprise by empirical analysis, and provide reference for enterprise to control brain drain.
出处
《商业经济》
2010年第2期102-103,共2页
Business & Economy
基金
北京市学科与研究生教育专项基金部分研究成果(PXM2009_014212_077689)
关键词
员工离职
人才流失
预警模型
employee turnover, brain drain, early warning model
