| 摘要:（摘要内容经过系统自动伪原创处理以避免复制，俄语论文网站，俄语论文，下载原文正常，内容请直接查看目录。） 现今世界早已证实人力资本治理的主要感化。个中员工活动是最年夜的成绩之一,也是公司成长的妨碍。不管是中国公司照样俄罗斯公司,包管员工的活动性不超越正常规模,坚持人力资本的稳固性,都具有主要的实际意义。要留住科技型公司员工,下降人力资本的流掉率,须要公司采用加倍灵巧的综合性举动。迷信技巧的成长对俄罗斯和中都城是主要的方面,是国度成长的计谋。所以科技型公司的稳固成长异常遭到看重。而对科技公司来讲,人力资本是公司焦点竞争力的基石,是公司存续和成长的基本。科技型公司中的人力资本具有差别于其他类型公司的特色,对于科技型公司活动性的治理也须要有所分歧。本文重点比拟了俄罗斯和中国科技型公司的员工活动性的分歧。起首具体引见了员工活动的一些根本实际和科技型公司的特色,这是本文的研究基本,其次对中俄科技型公司的员工活动性停止了剖析,本文分离引见了中俄科技型公司员工活动的现状,其次对中俄科技型公司员工活动性停止了比拟,分离从员工活动的特色,员工活动的缘由,和员工活动的办法停止了具体的比拟。经由过程比拟,我们以为(1)俄罗斯科技公司的员工稳固性要高于中国。但在流掉身分方面,中俄两国公司在许多处所有较高的分歧性。(2)中国的员工有着更高的不稳固性和活动率,有很年夜一部门缘由来自中国公司员工看待遇不满足,对公司缺少归属感。中国公司须要更多的进步公司的待遇,而且以情感留人。响应的,中国公司员工对公司的忠实度和“投入度”都不敷高,这也是中国公司产出比拟低的缘由。(3)俄罗斯的公司的员工“忠实度”和“投入度”都绝对较高,然则以今朝俄罗斯的成长来看,加上俄罗斯早先参加世界商业组织,会有愈来愈多的国际型公司到俄罗斯成长,会给俄罗斯人力资本的理念和治理带来必定的作用,是以俄罗斯将来几年的员工的活动性还有待进一步的考核。(3)论文从扶植人本型的公司文明及其文明气氛,树立响应的人力资本治理系统,完美人力资本的绩效和考评机制,重视员工的职业计划,和情绪鼓励等措施等方面,提出了相干的建议。 Abstract: The main influence in the world has already confirmed the governance of human capital. The employee is one of the most Nianye, but also hinder business growth. Whether it is China companies still Russian enterprises, ensure that activities of employees not beyond the normal size, stability to human capital, has important practical significance. To retain staff of science and technology enterprises, decrease the rates of human capital, enterprises need to adopt a comprehensive action more nimble. The growth of science and technology is the main aspect of the capital of Russia and in the country is growing. So the stable growth of science and technology enterprises by abnormal value. The science and technology enterprises, human capital is the cornerstone of enterprise core competitiveness, is the enterprise survival and development of the basic. Science and technology enterprises in the human capital is different from other types of corporate characteristics, governance of science and technology enterprises also need different activities. This paper focuses on the comparison of employee activity in Russia and Chinese science and technology enterprises differences. Chapeau specific introductions of employee activities of some basic theory and technology type enterprise characteristics, which is the status of this research basic, followed by staff activities of Sino Russian science and technology enterprises analysis, this paper introduces the Sino Russian science and technology type enterprise employee activities. Secondly, the Sino Russian science and technology enterprises employee activity compared, separation from the characteristics of employee activities, staff activities of reason, and staff activities stopped relatively specific. Through the comparison, we think that (1) the Russian science and technology enterprise employee stability is higher than that of China. But in the loss of identity, the Chinese and Russian companies in many high consistency at all. (2) China employees have a higher rate of instability and activity, has the very big reason from a department Chinese employees see treatment is not satisfied, the lack of a sense of belonging to the enterprise. China enterprises need more progress of the enterprise and to keep people emotional treatment. In response, China employee loyalty to the enterprise and "engagement" are not high enough, this is the reason China enterprise output is relatively low. (3) Russian enterprise employees "loyalty" and "engagement" is relative taller. However in view of the current Russian growth, coupled with Russia earlier in the world trade organization, there will be an increasing number of international enterprises to grow to Russia, will bring certain influence to the philosophy and governance of human capital in Russia, in Russia in the future years staff activity remains to be further examination. (3) the from people support this type of enterprise civilization and culture atmosphere, establish the response of human capital management system, perfect human capital performance and evaluation mechanism, pay attention to employee career planning, and emotional encouragement method, and puts forward the relevant suggestions. 目录: |
