论企业人才流失的原因与应对策略——以辰曜资产管理（上海）有限公司为例摘要由于社会发展越来越快，科技知识与人才竞争逐渐成为国与国之间的竞争的实质。因此，国家越来越重视目前的人才培养问题。对于企业发展来说，人才培养是非常必要的。在制定公司的人力资源管理策略时，企业需要把员工管理放在主体地位，并且需要完善员工薪酬制度，为企业的优秀员工提供一个满意的薪酬待遇，保留住企业的优秀人才，才能不断提升企业的规模效益。但现阶段由于各种原因造成企业优秀员工的流失情况越来越严重，制约着企业的向前发展。本文从不同的角度来研究和探讨企业优秀人才的流失给企业带来的不利影响。比如降低企业的生产效率，影响企业影响，降低企业凝聚力和竞争力等。本文将上海的辰曜资产管理的有限公司作为研究案例进行分析，从造成该企业员工流失的主要问题出发，比如员工工作环境较差，企业的管理模式不够先进等，并针对这些问题提出相应的解决措施来留住企业的优秀人才，比如加强员工培训，建设企业文化，引进先进的管理体系等。以此来留住企业优秀人才，减少人才流失现象。关键词：中小企业；人才流失；研究AbstractAssocialdevelopmentisgettingfasterandfaster,thecompetitionbetweenscientificknowledgeandtalentshasgraduallybecometheessenceofcompetitionbetweencountries.Therefore,thestateispayingmoreandmoreattentiontothecurrenttalenttraining.Forenterprisedevelopment,talentcultivationisverynecessary.Whenformulatingthecompany'shumanresourcemanagementstrategy,thecompanyneedstoputemployeemanagementinthemainposition,andneedstoimprovetheemployeecompensationsystem,provideasatisfactoryremunerationpackagefortheoutstandingemployeesofthecompany,andretaintheoutstandingtalentsoftheenterpriseinordertocontinuouslyimprovetheenterprise.Thescalebenefits.However,atthisstage,duetovariousreasons,thelossofexcellentemployeesofenterpriseshasbecomemoreandmoreserious,whichrestrictstheforwarddevelopmentofenterprises.Thispaperstudiesanddiscussestheadverseeffectsofthelossofoutstandingtalentsonenterprisesfromdifferentangles.Forexample,reducingtheproductionefficiencyofenterprises,affectingtheimpactofenterprises,reducingcorporatecohesionandcompetitiveness.ThispaperanalyzesShanghaiChenxiAssetManagementCo.,Ltd.asaresearchcase,startingfromthemainproblemscausingthelossofemployeesinthecompany,suchasthepoorworkingenvironmentofemployees,themanagementmodeoftheenterpriseisnotadvancedenough,andproposecorrespondingproblemsfortheseproblems.Solvemeasurestoretainoutstandingtalentsinthecompany,suchasstrengtheningemployeetraining,buildingcorporateculture,andintroducingadvancedmanagementsystems.Inthisway,wewillretainoutstandingtalentsandreducethephenomenonofbraindrain.目录...........................................................................................................................................................................4.................................................................................................................................................................4.................................................................................................................................................................4...................................................................................................................................................1.....................................................................................................................................................1............................................................
