浙江家族企业职业经理人的流失及解决对策―――基于海宁市红狮电梯装饰

XCLW20652  浙江家族企业职业经理人的流失及解决对策―――基于海宁市红狮电梯装饰有限公司的实证研究  (字数：9982)

目 录

内容摘要和关键词··················································2

引言······························································2

一、浙江家族企业职业经理人流失普遍性原因··························2

（一）不重视薪酬福利管理······································2

（二）企业文化建设不到位······································3

（三）不重视职业经理人的开发与培养····························3

二、职业经理人流失对企业造成的影响································3

（一）职业经理人流失会造成企业的经验和技术流失················3

（二）职业经理人流失必定增加了企业的经营成本··················4

（三）大量的职业经理人流失会影响工作的连续性··················4

（四）高层职业经理人流失率会影响在职员工的稳定性··············4

（五）职业经理人流失可能使对手竞争力提高······················4

三、职业经理人流失现状分析---以海宁市红狮电梯装饰有限公司为例·····4

(一）海宁市红狮电梯装饰有限公司简况···························4

(二) 海宁市红狮电梯装饰有限公司职业经理人流失现状·············4

（三）海宁市红狮电梯装饰有限公司职业经理人流失现状分析·········5

1．生活成本增长与工资增长不成比例··························5

2.户籍制度问题·············································5

3.孩子教育问题·············································5

4.家族式企业管理弊端·······································5

四、浙江家族企业控制职业经理人流失的对策··························5

（一）根据职业经理人流失的普遍性原因提出相应的措施············5

⒈完善职业经理人薪酬福利激励机制···························5

①保证薪酬的公平性合理性同时具有竞争力····················6

②把握薪酬的透明度········································6

③实现薪酬福利激励的多样化································6

2.塑造良好的企业文化······································6          

 3.营造积极向上的用人环境··································7

①应树立以人为本管理思想··································7

②应做到“因地制宜”，人尽其才·····························7

⒋加大违约赔偿力度留住职业经理人···························8

（二）根据浙江家族企业职业经理人流失特性提出应对的措施········8

⒈按生活成本核算薪资适当提高·······························8

⒉解决户籍问题解决孩子教育问题·····························8

⒊优化家族企业管理·········································8

参考文献··························································9

【内容摘要】人才资源是社会第一宝贵的资源。本文以海宁市红狮电梯装饰有限公司职业经理人流失的现状为例，深入分析了浙江家族企业职业经理人流失的深层次原因及后果，提出了解决这一长期困扰企业发展的四条措施，即塑造良好的企业文化；完善员工薪酬福利激励机制；营造积极向上的用人环境；加大违约赔偿力度留住职业经理人。

【关键词】  家族企业；职业经理人流失；原因；对策