| The problem of the loss of talent, especially the loss of good workers of thebusiness has always been the majority problem of enterprises to achieve sustainabledevelopment. It is one of the problems that can not be ignored. This is because theexcellent personnel is an important part of core competitiveness and realizing thesustainable development of enterprise depends on the composition of the backboneof the business, but also because of serious loss is likely to make the businessactivities of enterprises immediately into a difficult situation. In some extreme cases,the loss of key personnel and even can make the enterprise from the recession.Therefore, how to achieve enterprise from the enterprise perspective, identifying keyemployee, to judge the enterprise survival and development, to take effectivemeasures to prevent the loss of staff team, this aspect can guarantee enterprises ofvarious business activities are effectively implemented, on the other hand also canguarantee the enterprise to establish the competitive position of advantage in themarket competition..The6th construction company of CPNC functional managers and is not ageneral sense in the functional manager staff, but the company for high businesslevel, working ability of the staff to give distinction to treat an employee rank specialsetting. In this level of the vast majority of employees is a professional company inthe field of business backbone. In recent years, The6th construction company ofCPNC brain drain problem worse, especially in the field of business backbone basedfunctional manager staff turnover, has given business executive ability has caused serious effect. Through the analysis of oil in six to build the company’s actualsituation, this paper thinks the reason of The6th construction company of CPNC ofgrace that managers erosion mainly has: the incentive mechanism is not reasonable,the training system is not perfect, the enterprise culture is not mature in three aspects.Specific performance: the compensation system lack of competitiveness and internalequity, promotion mechanism is too mechanical and rigid, staff welfare constructionserious lag, the training system is not perfect, the training content and form ofobsolete, ignoring the employee occupation career planning and guidance, enterpriseculture lack of cohesion. These problems, which makes The6th constructioncompany of CPNC while in previous work to strengthen human resourcesmanagement, maintenance staff, especially in the business backbone basedfunctional manager staff stability efforts have little effect.In view of The6th construction company of CPNC in the existence of manyproblems in the management of managers, this paper insists on the principle ofcombining theory with practice, with the actual situation of the enterprise as thebasis, since the source in the first-hand data and information as the basis, to themodern human resources management theory and methods, improvement measurespertinently The6th construction company of CPNC is put forward in the incentivemechanism, training system, corporate culture etc.. A reasonable increase in resourceinput at the same time, the effective use of resources in strengthening; providedevelopment platform for employee at the same time, efforts to develop theirpersonal development space; in strengthening the construction of advocatingdedication is the value orientation at the same time, guide the staff to form acompany as the core of cohesion. Through the systematic The6th constructioncompany of CPNC functional manager staff wastage problem put forward solutions,implementation of The6th construction company of CPNC in the managers in themanagement of standardization, scientific, humane, to attract talent, cultivate talent, tarry talent to.In order to guarantee the effective implementation of The6th constructioncompany of CPNC functional manager loss problem solutions, this article from thesystem security, organizational security, resource security three aspects in detail andput forward the specific safeguard measures of program implementation. Hope thatthrough security at the same time the input of resources, strengthen teamconstruction, ability construction, taking the system construction as a breakthrough,seek to establish long-term mechanism to solve the problem, to solve the problem atthe same time, to avoid the problems of repeated.Talent team construction is the foundation for the long-term development ofenterprises in the market competition o, also an important factor of the corecompetitiveness of an enterprise. In the process of study the6th constructioncompany of CNPC functional manager problem and countermeasure, we can findthat the establishment of a good, stable workforce, relates to the joint efforts of theincentive mechanism, training system, enterprise culture and many other aspects, andit need to establish effective safeguards in the system, organization, resource etc.. |
