内容摘要自改革开放以来，房地产行业得到了飞速进展，成为推动国民经济进展的重要力量。房地产的服务行业也非常火热，但房地产服务行业业务人员流失严重，给企业带来了极为不利的影响。高的员工流失率已严重影响企业的经营状况，甚至商业机密的泄露，使企业竞争力降低，从而阻碍企业的进一步进展。企业的竞争归根到底是人才的竞争，因此我们要从人力资源管理的源头——招聘中，防止员工的流失。本文选择天津市百泽公司作为讨论对象，借助人才流失理论和人才流失模型，从分析企业员工流失的现状和特点入手，对企业员工流失问题进行了深化地分析讨论。并针对问题产生的主要原因，提出了重视制定人力资源规划、明确岗位要求、转变重视人职匹配为首先考虑人与组织匹配的招聘理念、转变以企业为中心的招聘观为双方平等的招聘观和加强员工离职前面谈的对策建议。关键词：员工流失；工作满意度；招聘；建议AbstractSince the reform, the real estate industry has get the rapid development and becomes the main factor to promote national economy. Real estate service industry is also too hot, but the employees of real estate service industry badly scarcity, which bringing the extremely adverse effects. High separation rate has greatly influence business status, especially commercial secret disclosure, which reduce enterprise’s competition and discourage the further development of enterprises. The enterprise competition is ultimately talent competition, so we must prevent the loss of employees from the source of human resource management---recruitment.This article choose TianJin baize company as the research object, and with the talent drain theory and mode to analyze employees turnover problem from analysis of employees turnover’s current situation and characters. And against the main reason of problem generation, we puts forward the main cause attention for human resource planning, clear requirement, change enterprise concept for both sides of the center for equality of recruitment and s...
