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不管是否完全正确,“企业的竞争归根结底是人才的竞争”这个结论被企业家们不断重复着,一些专业咨询公司也把拥有各类人才的数量和比例作为判断企业竞争力的一个主要的评价标准。2003年, 据某专业咨询公司的分析,上海石化的人力资源竞争力状况在同行业10个样本公司中位居第8。而近几年的统计数据也在提醒,公司人才流失问题需要加以关注。虽然流失的人才在绝对数量上不到公司员工的 1%,对公司人才总量和结构构不成大的影响,对正常工作的影响也是局部、短时期的,但由于流失现象的持续发生以及“利好”消息的不断回传,动摇着部分员工对公司的信心,令其跃跃欲试“跳槽”。若更多的骨干员工尾随而去,将使公司的人才支撑呈现疲软态势,从而削弱公司人才资源竞争力。而且,这种不稳定的心态也易成为安全生产的隐患。
Regardless of whether it is completely correct or not, “the competition of enterprises is, in the final analysis, the competition of talents.” This conclusion has been repeatedly repeated by entrepreneurs. Some professional consulting firms also regard the number and proportion of all kinds of talents as a major measure of the competitiveness of enterprises evaluation standard. In 2003, according to the analysis of a professional consulting firm, Shanghai Petrochemical ranked the 8th among the 10 sample companies in the industry with its competitiveness in human resources. In recent years, statistics also remind that the problem of brain drain needs to be paid attention to. Although the loss of the absolute number of employees less than 1% of employees, the total amount of personnel and structure of the company is not big impact, the impact of normal work is partial, short-term, but due to the continuous loss of phenomena and The continuous return of “Good News” shaken the confidence of some employees in the company and made them eager to “quit”. If more key employees follow the tail, leaving the company’s talent support weakness, thus weakening the competitiveness of the company’s human resources. Moreover, this unstable mentality also easily become a safety hazard.