随着知识经济到来，世界各国越来越重视高新技术产业的发展，纷纷以高新技术为杠杆谋求经济发展和综合国力增强。根据“二八法则”，这些企业的核心人才仅占企业总人数的20％左右，却掌握着企业80％的技术和管理，创造高科技企业80％的财富和利润，他们是企业核心竞争力的源泉。因此，对于高新技术企业来说，如何有效地吸引、留住和激励核心人才，充分调动他们的工作积极性和主动性，让他们发挥最大的才能，为企业做出最大的贡献，已成为高新技术企业可持续发展必须解决的重要命题。通过对核心人才流动原因的深层次分析发现，企业缺乏有效的激励机制和良好的工作环境、人才结构不合理、员工缺乏对企业的忠诚度、竞争对手的诱引等是造成企业核心人才流失的主要原因，只有通过树立核心人才危机意识，利用企业文化留住人才，通过建立公平有效的绩效考核体系以及构建体现人才价值的薪酬制度等策略，才能进一步减少核心人才流失，增强企业吸纳人才的能力。关键词（本论文范文的主要论点）：高新技术企业；核心人才；员工流失 ABSTRACTWith the advent of knowledge economy, countries all over the world place more and more emphasis on the development of high and new technology as a means to promote the economy and comprehensive national strength. According to the 80/20 Rule, key talents, occupying only 20% of the total population but mastering 80% of the technology and managerial expertise and creating 80% of the total wealth and profit, play the main part in enterprise's core competitiveness. Thus, it is an important issue to address if the high and new technology enterprises aim at sustainable development, an issue about how to attract, maintain and stimulate talents, how to fundamentally fuel their positivity and initiative and how to provoke their potentials to do the best they could. The main reasons why employee drains happen lie, based on an analysis in depth, in the lack of an effective incentive system and a good working environment, the unreasonable talent structure, the insufficient staff loyalty and the undermining of talents by other enterprises. Only when an enterprise fosters the consciousness of the importance of talents and maintains them by its excellent corporate culture, just and effective performance-based appraisal system and the salary system highly valuing the talents, can the enterprise be able to reduce staff turnover and bring in more key talents.Key words: new high-tech enterprise; key talents; employee drains
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