近年来,面对日益加剧的人才特别是专业技术人才的竞争,国有工程建设企业在吸引和留住专业技术人才方面的竞争力有所下降,或多或少地出现了专业技术人才流失问题,尤其是处在地区和内部环境并不优越的企业,人才流失有加重的趋势。在当前人才竞争日趋激烈的趋势下,国有工程建设企业必须从人才管理的全局出发,完善薪酬和福利待遇、职业发展通道、绩效考核与激励等管理体系,理顺企业文化体系,才能实现人才引得进、留得 In recent years, in the face of the ever-increasing competition for talents, especially professional and technical personnel, the competitiveness of state-owned engineering construction enterprises in attracting and retaining professional and technical personnel has declined, more or less the problem of professional and technical personnel loss has emerged, Especially in the area and the internal environment is not superior business, there is a growing trend of brain drain. Under the current trend of increasingly fierce competition for talents, state-owned construction enterprises must improve their compensation and benefits, career development channels, performance appraisal and incentive management systems in line with the overall situation of talent management so as to rationalize the system of enterprise culture so as to achieve talent acquisition Into, stay