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I摘要随着我国现代经济的飞速发展，民营企业以其特有的活力和强劲的生命力在不断地发展壮大,民营经济已经成为我国经济的重要组成部分。随着现代企业之间竞争日趋激烈，人的作用越来越被人们所重视，在一定程度上可以说企业的竞争就是人才的竞争。而目前我国民营企业人才流失非常严重，已成为制约民营企业发展的桎梏。民营企业的人才流失问题日渐引起政府和企业的关注，成为一个非常重要的研究问题。本文对民营企业人才流失问题进行深入探讨，结合人才流失现状，分析当前我国民营企业人才流失的影响因素，为我国民营企业吸引、培养和留住人才，提高企业人才忠诚度，增强企业内部凝聚力，提高民营企业人力资源管理水平提出有效的防控对策。本文主要研究我国民营企业人才流失问题，并有针对性提出切实有效的解决措施，全文共分六部分进行论述。第一部分是绪论，主要论述文章的选题背景，研究目的和意义，国内研究现状，研究的基本思路和方法。第二部分为相关理论借鉴，主要包括重要概念的界定，相关理论阐述。第三部分是我国民营企业人才流失的现状，主要从宏观方面分析当前我国民营企业人才流失现状和特征，并分析人才流失给民营企业带来的不利影响。第四部分是民营企业人才流失的原因分析，流失原因主要从外部环境，企业内部和员工自身三方面进行分析。第五部分是解决我国民营企业人才流失的人力资源管理对策，着重从政府、企业和人才个人三个角度进行研究。第六部分是论文的结论和展望。希望本论文的研究能对我国民营企业的人力资源管理提供一点启示和帮助。关键词：民营企业,人才流失,对策IIABSTRACTWithChina'srapiddevelopmentofmoderneconomy，privateeconomyisanimportantpartofnationaleconomy.Withtheincreasinglyfiercecompetitionbetweenmodernenterprises,talentswillbecomemorecrucialforgainingcompetitiveadvantage,andtheinter-firmcompetitionfortalentswillalsobecomemoreintense,whichwillgraduallyfrombetweendomesticenterprisesturntobetweendomesticandforeignenterprises.Atpresent,braindrainofprivateenterprisesisveryserious,whichhasbecomeabottleneckrestrictingthedevelopmentofprivateenterprises.Howtoattracttalents,motivatetalentsandpreventbraindraincausedseriousconcernofgovernmentandenterprises,becomeaveryimportantresearchissues.Inthisstudy,braindrainisdiscusseddeeplyonprivateenterprisesbraindrainproblem.ThestudyanalyzesthecurrentstatusandinfluencingfactorsofbraindraininChineseprivateenterprises.ItisbeneficialforChineseprivateenterprisestoattract,trainandretainqualifiedtalents,toenhancepersonnelloyalty,tostrengtheninternalcohesionandtoimprovethelevelofprivateenterprisehumanresourcesmanagement.ThispaperstudiesthebraindrainofChineseprivateenterprises,andprovidestheeffectivesolutions.Thewholetextconsistsofsixsections.Thefirstpartistheintroduction,whichdiscussestheresearchbackground,purposeandsignificance,basicthoughtsandmethods,contentsandframework.Thesecondpartisthetheoryofreference,includingthedefinitionofimportantconcepts,briefintroductionofcorrelationtheory.ThethirdpartanalysesthecurrentsituationofbraindraininChineseprivateenterprises,mainlystudyingthestatusandcharacteristicsofbraindrainaswellastheadverseeffectsonenterprisesfrombraindrain.Thefourthpartstudiescausesofbraindraininprivateenterprises,whichisanalyzedfromthreeaspectsoftheexternalenvironment,internalenvironmentandemployeethemselves.ThefifthpartprovidesthesolutionofbraindraininChineseprivateenterprises,focusingonthethreeperspectivesofgovernment,enterprisesandtalents.Thesixthpartistheconclusionandoutlook.HopethisthesiscanprovidesomehelpforthehumanresourcemanagementofChineseprivateenterprises.Keywords：PrivateEnterprise,BrainDrain,CountermeasuresIII目录1绪论...................................................11.1研究背景与目的..............................................11.1.1研究背景...............................................11.1.2研究目的和意义.........................................11.2国内对员工流失的研究现状.....................................11.2.1国内对员工流失定义的研究...............................11.2.2国内对员工流失影响因素的研究...........................11.2.3国内对员工流失模型的研究...............................21.3研究内容与方法..............................................21.3.1研究内容...............................................21.3.2研究方法...............................................32相关理论综述...........................................12.1概念引入....................................................12.1.1民营企业...............................................12.1.2人才流失...............................................12.1.3人才流失率.............................................12.2理论依据....................................................12.2.1双因素理论.............................................12.2.2目标一致理论...........................................23我国民营企业人才流失的现状和影响........................13.1我国民营企业人才流失现状.....................................13.2我国民营企业人才流失的特征..................................13.2.1从地域看，主要流向发达地区.............................13.2.2从去向看，主要流向外资企业.............................13.2.3从学历看，高学历人才流失较为严重.......................13.2.4从年龄看，中青年人才流动较为频繁.......................13.2.5从行业看，民营科技企业人才流失率高.....................13.2.6从类别看，管理和技术人员流失严重.......................23.3人才流失对我国民营企业的影响................................23.3.1造成人力资源成本的浪费.................................23.3.2影响企业的工作绩效.....................................23.3.3加剧企业的竞争压力.....................................33.3.4损害企业的品牌形象.....................................33.3.5影响企业员工的士气.....................................34民营企业人才流失的原因分析.............................14.1外界环境的影响..............................................14.1.1外来企业对人才的争夺...................................14.1.2经济发展水平...........................................1IV4.1.3劳动力就业与失业水平...................................14.1.4职业声望...............................................14.1.5社会保障和企业福利.....................................24.2企业因素....................................................24.2.1企业发展前景...........................................24.2.2企业文化..........................................