目 录
内容摘要和关键词··················································2
引言······························································2
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
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
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
