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关于越南国有企业挽留核心人力问题的研究


类型:案例|12000字, 类别:原创|系数:4.7, 附件:开题报告|文献综述

【摘要】

关于越南国有企业挽留核心人力问题的研究

 

关于越南国有企业挽留核心人力问题的研究

内容 摘要

在现在新经济发展环境下,传统的物质资本在经济增长中的贡献逐步让位于以知识和技能为核心特征的人力资本,企业的财富创造更多归功于核心人力,优秀人才已成为企业发展最关键的要素。
然而,近几年来越南国有企业人才流失现象严重,特别是从2006年11月7日越南加入世贸后,对外开放的进一步深入,不少国有企业人才流向民营企业或外资企业 ,使国有企业经营更加困难。国有企业的人才流失已经不是某个行业,而是全盘性的流失。
所以在激烈竞争的国际环境中究竟怎样才能留住核心人力呢?作为越南经济体系最重要的紧急成分越南国有企业要对这个问题更加关注。笔者在本文对这个问题进行研究、分析从而对越南国有企业留住核心人力的问题提出自己的意见。主要内容包括4个部分:第一:越南国有企业核心人力流失的现状;第二:越南国有企业核心人力流失的原因;第三:越南国有企业要留住核心人力的重要性;第四:关于越南国有企业留住核心人力的建议。
关键词:国有企业  知识流出  核心人力

ABSTRACT

In the contemporary business environment, the role of traditional factors such as capital or technological facilities is decreasing relative to that of human resource. A large part of the success of a company is due to the quality of their manpower, especially their key staff. In other words, top employees play an essential role in making their company thriving and sustainable.
Yet, in Vietnamese state-owned companies, the problem of brain drain has become more and more serious, particularly since the country officially became a permanent member of the World Trade Organisation. This event marked a significant step forward in its integration into the world economy. However, it also exposes state-owned enterprises to a number of challenges, one of which is that there were a number of key workers deciding to give up their jobs and move to private or foreign-owned firms. This has caused a great deal of trouble for their previous companies. The brain drain issue is not restricted to some certain sectors, this occurs in almost every sector.
Consequently, an urgent question was raised: How to retain key employees in the context of the increasingly competitive business environment? As important players in the fast-growing Vietnamese economy, state-owned firms need to pay more attention to this issue. This is the reason why the author decided to do a research on this problem. After looking into the existing literature and analysing the current situation, some recommendations on solutions to retain key employees were made. The structure of the dissertation is as follows: Section 1 describes the problem of losing key employees in Vietnamese state-owned enterprises. Then, the causes of the problem are discussed. The third section explains the important role of retaining skilled workers in these companies. The final part provides some recommendations on the measures to retain key staff members.
Key words: Vietnamese state-owned companies  Brain drain  Key staff

 

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