人才流失论文英文文献

初中阶段是英语教学的重要阶段，这一时期打牢英语根基，学生今后才有可能学好英语；如果这一时期学不好英语，学生今后更学不好英语；同时教师在英语教学中起着重要的作用。下文是我为大家整理的关于初中英语教师论文的内容，欢迎大家阅读参考! 初中英语教师论文篇1 试探初中英语渗透 文化 摘 要：语言与文化互相影响，互相作用，理解语言必须了解文化，理解文化必须了解语言。文化是形形色色的，语言也是多种多样的。语言是文化的基石――没有语言，就没有文化;从另一个方面看，语言又受文化的影响，反映文化。 关键词：初中;英语;渗透;文化 语言是交际的工具，语言教学的最终目的就是为了能在生活中交流，运用。而交际能力的核心就是使学生能够运用所学语言在不同场合中对不同对象进行有效的，得体的交际。不同国家，民族之间的文化有着很大的差异，交际失败往往因文化误解而引起的，而忽视社会文化差异的言辞不当就更让人接受不了。因此在英语教学中，教师帮助学生认识中西文化差异，正确地理解中西语言差异，是教学中必不可少的。 一、语言与文化相互作用 语言是文化的一部分，语言又受文化的影响。有些社会学家认为，语言是文化的基石――没有语言，就没有文化;从另一个方面看，语言又受文化的影响，反映文化。可以说， 语言反映一个民族的特征，它不仅包含着该民的历史和文化背景，而且蕴藏着该民族对人生的看法、生活方式和 思维方式 。语言与文化互相影响，互相作用，理解语言必须了解文化， 理解文化必须了解语言。文化是形形色色的，语言也是多种多样的。由于文化和语言上的差别。 互相了解不是一件容易的事，不同文化间的交流常常遇到困难。 学习一种外语不仅要掌握语音、语法、词汇和习语 而且还要知道择这种语言的人如何看待事物，如何观察世界;要了解他们如何用他们的语言来反映他们社会的思想、习惯、行为;要懂得他们的“心灵之语言”，即了解他们社会的文化。实际上，学习语言与了解语言所反映的文化是分不开的。语言是文化的一部分，并对文化起着重要作用。有些社会学家认为，语言是文化的基石――没有语言，就没有文化;从另一个方面看，语言又受文化的影响，反映文化。 因此，语言不仅仅是一套符号系统，人们的语言表现形式更受语言赖以存在的社会文化的制约和影响。文化内涵是语言交际的具体内容，文化意识是语言交际的思维基础不了解语言背后的文化，只是形式，而不注意语言的内涵，就不可能真正掌握这种语言。 二、语言于文化相互渗透 (1)语言教学有助于避免文化交际中出现 “文化错误”。为什么西方的笑话，在中国笑不起来?为什么在中国广为传颂的传统美德“谦虚”，在西方则被认为是无能的表现?在东方，更强调集体表现和集体主义精神，在西方，则强调个人表现和个性张扬，他们认为， 不愿显露自己才华的人，是不可思议的和奇怪的。以上问题的症结，归根到底是文化差异问题。在跨文化交际过程中，经常出现的文化错误主要表现在称呼方面、 问候语 方面、对赞扬的反应方面、谈论的话题、词语以及文化内涵方面的差异等。 (2)文化教学有助于英语语言知识的学习。美国 教育 家斯宾赛提倡“快乐教育”，要尽量激励学生的学习兴趣，带着快乐的情绪去学习知识变求知为一件快乐的事。轻松愉快的课堂气氛，师生情感的融合，就能激励起学生对 英语学习 的浓厚兴趣，积极主动地参与教学活动，学生获得情感的满足，从而更好的完成学习目标。因此，适时适量渗透文化知识教育， 尤其是跨文化交际中需要注意的知识 ，恰是调动气氛的良好工具。 (3)文化教学有助于提高学生的文化素养。在英语教学中渗透有关西方的文化知识，不仅可以使学生接受异国的文化，还可以在进行文化对比的同时，对本国文化有更深刻地理解，从而形成正确得体的交际，培养学生的世界文化意识，并能有意识地提高自身的交际能力。 三、语言中如何渗透文化 1.课堂教学渗透文化 毫无疑问，课堂教学是跨文化意识培养的主要途径，教师要通过课堂讲解渗透英语国家的文化。 (1)充分利用现代教育技术和多媒体教学手段在教材授课过程中，利用现代教育技术和多媒体教学手段，制作出精美的课件让学生能够直观地感受到异国文化。通过制作一些相关的 PPt /flash，或是观看一些英语原声电影，动画片或是科普短片，不但能使学生更多地了解英语国家的文化，学到更多的科学文化知识，而且能增强学生的学习兴趣，帮助学生的语言学习，提高对异国文化的认知与欣赏。 (2)引导学生就同一主题进行中西比较。在教授校本教材过程中，可以引导学生就同一主题进行比较，如食品、习俗、节日等，从而加深对异国文化的理解。大的主题如节日 ―― 春节 和 圣诞节 ，将这两个重大的节日进行比较， 师生间的活动可以通过问答进行When's Christmas Day/Spring Festival? What do people usually do on Christmas Day/ at Spring Festival? Which do you like better? Why? 把西方的传统节日和中国的传统节日进行比较，一方面可以使学生加深对知识点的掌握，另一方面能是他们体会不同的文化差异。 2.课外活动渗透文化 文化的学习不应只限于课内，课堂外的文化教学也是一个很好的延续和补充，它能为学习者提供一个从量变到质变的过程。 具体 方法 为： (1)指导学生阅读有代表性的外国文学作品。文学作品是 传统文化 的积累，也是文化的精华部分。如《百万英镑》《双城记》《项链》等。 (2)编写系统地介绍文化知识的阅读材料。尽可能搜集一些目的语国家的政治、经济、社会、科技、艺术、习俗、历史、地理等各方面的材料，力求通过大量的阅读让学习者在不知不觉中增加自己的文化含量。如在平时的课外阅读中，让学生正确理解 big brother( 地面塔台的跟踪雷达)， brain drain(人才流失)， rain check(雨票， 即球赛因雨中断， 留给下次继续使用的原票票根)等这些跨文化背景知识。 总之，学习语言与了解语言所反映的文化是分不开的。英语教学不仅是帮助学生掌握语言基本技能的过程，更是一个引导他们理解目的语文化、提高文化素养、培养跨文化交际能力的过程。 因此在今后的中学英语教学中我们应该贯彻语言教学与文化教学同步的原则， 在教学中有意识地向学生渗透文化教学，使我国的英语教学适应社会发展的需求，从而促进英语教学的发展。 初中英语教师论文篇2 浅析初中英语情景教学 摘 要： 教学方法 新颖又富有启发性，可激发学生的学习兴趣，使学生感到有趣、有味、有奇、有惑。 关键词：初中英语;情景教学 兴趣是最好的老师。教学方法新颖又富有启发性，可激发学生的学习兴趣，使学生感到有趣、有味、有奇、有惑。英语教学中，巧用情景教学法不失为一条锦囊妙计。创设情景的方法很多，结合笔者多年来的教学实践，从课堂教学和课外教学两方面着手， 总结 如下： 一、初中情景教学法的提出 语言是一种社会现象，人类语言学家都强调语言和它的社会环境的联系性和不可分离性。人脑对客观情景的反映用语言记载下来，所以语言是客观环境的反映。人们运用语言进行交际活动时，离不开社会语言情景。 在英语教学过程中，学生只有在真实的语言情景或模拟的情景中才能更好地组织思维，理解具体情景中所传递的信息和语言材料，触景生情，激发表达思想的欲望，从而促进培养运用英语理解和表达思想的能力。而情景教学法可以激发学生学习激情，培养学生浓厚的学习兴趣，促成学生智力因素和非智力因素的发展，从而从整体上正确理解和运用语言。 二、初中情景教学法的概述和意义。 情景，即：(具体场合的)情形、景象。所谓的情景教学就是根据教学内容为学生创造出一种和谐的语言环境，并通过教师本人的语言、动作、表情及姿态传递给学生，从而以情激情，以情促知，以情育人，实现知与情的统一、优化，最终达到激发学生学习的兴趣。情景教学法的特色是言、行、情三者融为一体，其核心是激发学生的情感，以引起学生一定的态度体验，从而帮助学生理解和获取知识或技能，并使学生心理机能得到发展的方法。 情景教学法在英语教学中的作用主要体现在以下几个方面： 1、情景教学使语言更直观，贴近学生生活和思维方式，激发学生自主学习兴趣，在学习和掌握课本知识的同时，活跃课堂学习气氛，达到学以致用的目的; 2、情景教学设计的内容一般可选用课外相关内容，拓展学生的知识面，根 据不同个体的 爱好 兴趣，自主选择不同内容; 3、情景教学对英语掌握程度不同的学生创造了一个平等的语言交流的舞台。在教学过程中，很多问题的提出没有唯一的答案，可以让每个学生都得到能力发挥的机会，谈自己的观点和见解，调动学生的学习积极性。 三、初中情景教学法的策略 1、培养学习兴趣 “兴趣是一个人倾向于认识和研究某种事物的一种心理活动，是学生求知的富有生气的内动力，是学习动机中最活跃的因素。”“兴趣是最好的的老师”，只有激发学生的学习兴趣，才能提高他们的学习动机，让他们积极踊跃地参与到课堂中来，才能使课堂气氛活跃，并且提高他们 学习英语 的自信心。 据调查发现，一个学校有一半多的学生对英语不感兴趣，特别是乡村中学。为什么会出现这种情况呢?有些学生是觉得单词量太多，背了又忘，忘了又背，花了很多的时间去对付单词，可是考出的成绩又不理想，后来干脆不去背单词。 还有些学生觉得上英语课特别枯燥乏味，教师只知道满堂灌，根本不管学生接受与否，而学生只是带着耳朵来，充当一名速记员，不能参与到课堂中来。这样的课堂气氛相当沉闷，导致学生对英语失去了兴趣。因此如何让学生积极地、踊跃地参与到课堂中来呢?这时情景教学便适应这种趋势，它能使学生积极地、主动地参与到课堂中来，让学生由“要我学”，转为“我要学”，学习英语变为了一件快乐的事情。 2、创设真实情景 英语教学本身就是一个真实的情景。教师从走进教室的那一刻起，直到课堂教学结束，离开教室为止，就是一个自然的、真实的、生动的、丰富多彩的语言交际情景。因此，教师要充分利用这个英语教学的真实情景，尽量用英语组织教学，把单纯传授知识的课堂转换为使学生自然习得语言的场所，体现学生的主体性。如教师进教室时，亲切地与同学们进行如下交谈，提供给学生一个真实的语言实践的机会。T：“Hello， boys and girls.”Ss：“Hello， Miss Cai.”T：“How are you， ×××.”S1：“Fine， thank you， and you?”T：“I’m OK. What about you， ×××.”S2：“I’m not very well.”T：“Oh， I’m sorry to hear that. What’s the matter?”S2：“I have a cold.”T：“Oh， I think you’d better go to see the doctor after school.”S2：“OK. Thank you.”在这亲切的交谈中，教师纯正的母语式的教学和亲切的师生间的互动活动，使学生乐于用英语进行交际。 把英语课堂变成一个师生间，生生间进行交际的语言环境。在这种环境中，学生自然而然地产生了了解这种语言的欲望和用这种语言与他人交际的意识，且日积月累，学生对语言的感知也愈来愈深。又如： 八年级 上M5 Unit 1 You like western classical music ，don’t you ?先播放了一首著名的歌曲 “The Blue Danuble ”，这时学生被轻松优雅的乐曲所吸引，会唱的学生还跟着节奏轻轻的哼了起来，之后我说：We all enjoyed this music. It’s so nice and some of us can even sing，but do you know who sang this song?有些知道的学生就说Strauss. 接着教师问：Where did he come from?知道的同学争先恐后的回答，然后再播放几首曲子，问他们是属于那种类型的音乐，西方的还是传统的，各种类型音乐的特点是什么?自然而然的将学生进入了新的课程的学习。 3、进行直观情景 以图画、 简笔画 图画、简笔画与动作，进行直观情景教学，使学生眼看实物，耳听声音，这样不仅使教学具体生动，而且能激发学生的学习兴趣。如教七年级上Unit2 Topic2 Section C，上课之前，让每个同学准备好三样物品：最喜欢的体育明星的照片、国旗(图片)以及他们国家著名建筑或自然风光的图片。上完课后，让学生用这些物品两个一组进行问答，介绍中要包括句型：What’s his/her name? His/Her name is---. Where is he/she from? He/She is from ---.这样，学生不仅掌握了课堂知识，而且了解了一些课外知识，让学生对英语越来越感兴趣。 采用简笔画教学，同样能让学生对英语不厌烦。例如七年级上Unit1 Topic3 Section B，我用简笔画进行教学，在教学课程中，我边画边问，T： What’s this in English? Ss： It’s a car.或是让学生到黑板前画简笔画，并且边画边让他问。这样，不仅学生学习了日常用语，而且学到了一些简笔画的知识，培养了他们动口和动手的能力。 初中英语教师论文篇3 浅谈初中 英语阅读 课七步教学 初中英语新教材、新大纲中规定，初中英语教学要突出培养学生的运用能力，2013年中考明显增加了阅读理解的题量，初一、初二教材增加了阅读课课量。由此可见，如何提高学生的阅读能力，在课堂上如何渗透培养学生阅读能力，综合听、说、读、写训练，提高课堂教学效率，是广大英语教师努力追求的方向。 近几年来许多英语教学书籍，把培养学生阅读能力作为英语阅读课课堂教学的重要目标，在课堂教学中突出对学生学法指导，体现学生的主体地位，发挥教师的指导作用。我在多年的教学实践中，归纳出英语阅读课七步教学法，即：预学、导学、听读、设疑、复述、解难、查测。 一、预学 在教学课文前，要求学生做好 课前预习 ，借助词典、单词表或有关资料，能对 文章 内容有大概的了解，初步完成Workbook中所给出的问题，能整体把握作者的思路和文章结构，不懂的字词句让学生在预习时划出来，留到课堂上或课后解决。把这一课前预习，作为提高阅读课教学效率的第一步，不无原因，新大纲中明确要求学生要有一定的预习能力，且学生预习效果的好坏直接影响课堂教学的效率。坚持要求学生课前预习不但可以提高他们的预习能力，而且可以提高他们的听课效率。并且每篇新学课文就是一篇典型的阅读训练题，坚持预习可增强学生的阅读能力。 二、导学 在教学整篇文章前，教师把整篇文章浓缩成一段精彩的片段，把重点的词组、 句子 ，溶入其中，通过现有的教学工具，如挂图、幻灯等媒体，展现出文章的基本 故事 形象。通过教师的介绍和师生之间的双边活动，把整个故事梗概及重点的语言点呈现出来，并作适当的板书，把握课文重点，为下面进一步理解课文奠定了基础。导学是一堂课的开始，“良好的开始是成功的一半”，导学部分，教师不能忽视，教师应精心设计，引人入胜，要把学生带入特定的意境，激发学生的好奇心，激起学生的求知欲望，提高学生的听课质量。 三、听读 学生在初步感知整篇文章内容后，让学生进行听的练习，在听之前可以提一、二个问题，问题要有代表性，要让学生听完整篇文章后才能得出答案，这样既培养了学生的听力，又培养了学生的整体理解力。如果文章比较长，可以选择部分重点段落，给学生听。听完后，核对答案，朗读课文。朗读课文可视学生理解情况作不同的要求，可以是模仿性跟读，也可以是学生集体朗读或分组阅读，或个体练读。在读的过程中要做到口、眼、耳、脑同时并用，提高记忆能力。另外，还应注意语气、神态，要通过朗读做到心领神会。 四、设疑 学生听读后，已经对文章有了进一步的理解，这时要求学生默读文章，解决教师精心设计或练习册中设计的T/F判断题或问答题。在设计问题时应注意这几点：①先易后难;②先理解后拓展;③先浅后深，兼顾两头。通过设疑检查学生对文章的理解程度，了解学生是否把握文章的中心、重点。 五、复述 复述课文是阅读课课堂教学的升华，是培养学生组织语言连贯表达的重要训练手段之一，通过复述对所学文章有更深层次的理解，变文章中的语言为自己的语言。会说才会写，坚持复述，既培养了学生的理解能力，又培养了学生的口头表达能力。复述的方法多种多样，如视图复述法、列表复述法、问题连结复述法、课文概要复述法、缩扩复述法、变更复述法等，在课堂教学中应注意不断交换复述方式;多种形式混合交替使用，不让学生感到单调乏味，增强课堂教学兴趣。 六、解难 所谓解难，就是指英语课堂教学中排忧解难的过程，是强化重点，突破难点的必经之路。解难的形式大体有两种，一种是由教师提出文章中较难理解的语言点，由学生思考、讨论，然后解答;另一种是学生将预习时或经过课堂教学后还有疑惑的问题提出来，由学生提出，师生共同讨论解答。这一过程可以培养学生的思维能力，培养他们在学习中发现问题、解决问题的本领，便于教师及时发现学生在学习过程中存在的问题。在这一过程中，要充分发挥教师的指导作用，精讲精练，点拨到位，启发学生思维，节省课堂时间，扩大课堂容量，提高课堂效率。 七、查测 这一步骤主要是检查学生课堂学习的效果，了解学生掌握情况，及时反馈教学信息。查测内容一般是课文教学中的重要语言点，也可以是拓展性问题。查测形式可以是口答、也可以是笔试。用不同的方式检查学生还有哪些知识没有掌握，哪些知识没有完善需要补充或提高，进而尽量达到优化课堂教学的目的。 使用阅读课文七步教学法进行阅读学习有以下几个优点： 1.遵循“整体--部分--整体”的教学原则，可以使学生整体理解文章，保证内容的完整性、连续性。 2.能把听、说、读、写综合地运用到课堂教学中，调动学生各个器官协调活动，使之更好地学习语言。 3.把一个课时分为几个阶段教，让学生由易到难，由浅入深地阅读、理解文章，使之用脑更科学，记忆最有效。 4.各个环节，井井有条，环环相扣，相辅相成，使学生感到从语言输入到语言输出，既自然又顺理成章，从而克服畏惧心理，调动学生学习积极性，提高课堂教学效率。 5.充分体现英语实践课的特点，更好地显示学生的主体地位、教师的指导作用，改变以教代学的满堂灌局面，重视学生学习的全过程。 6.重视了学生的学法指导，培养了学生的运用能力，激发了学生学习兴趣，提高了学生的阅读能力，使之在阅读中获得无穷乐趣。 总之，英语阅读课教学方法、教学模式多种多样，教无定法，只要能在教学中充分体现学生的主体地位，发挥教师的指导作用，重视学生的学法指导，打破固定的思维模式，培养学生的阅读能力，这样的教学方法与教学模式都是值得提倡的，教师应在教学中不断地摸索，完善自己的教法，把创新观念运用于教学中，提高课堂教学效率。 猜你喜欢： 1. 初中英语教师论文 2. 初中英语教师教育论文 3. 初中英语教师工作总结及反思 4. 优秀英语教师自我总结 5. 英语教师个人发展总结

1 论国有企业人才流失问题及解决对策 科技情报开发与经济 2008/12 2 国有企业人才流失的原因及对策研究 科技情报开发与经济 2008/13 3 国有企业人才流失的防范 河北企业 2008/04 4 国有企业专业技术人才流失问题初探 企业技术开发 2008/08 5 试论国有企业人才流失现象的成因及其对策 管理科学文摘 2008/04 6 解决国有企业人才流失问题的对策研究 山东社会科学 2008/09 7 试析国有企业改制中的关键人才流失问题 长春工业大学学报(社会科学版) 2008/02 8 国有企业人才流失现状分析及对策 山东煤炭科技 2008/04 9 国有企业如何有效的遏制人才流失 社科纵横(新理论版) 2008/03 10 国有企业人才流失根源及对策分析 中国高新技术企业 2008/22 11 国有企业人才流失的原因及对策 发展研究 2007/01 中国期刊全文数据库 12 规避国有企业科技人才流失的政策措施 理论学习 2007/02 中国期刊全文数据库 13 防止国有企业人才流失对策 商场现代化 2007/10 中国期刊全文数据库 14 浅谈国有企业人才流失 天津冶金 2007/02 中国期刊全文数据库 15 基于需求层次理论的国有企业人才流失问题探析 内江科技 2007/06 中国期刊全文数据库 16 完善用人机制,遏制人才流失——浅析国有企业人才流失的原因及应对策略 科技信息(科学教研) 2007/15 中国期刊全文数据库 17 探析国有企业人才流失原因及解决对策 时代经贸(中旬刊) 2007/S6 中国期刊全文数据库 18 谈国有企业人才流失 沈阳大学学报 2007/03 中国期刊全文数据库 19 国有企业人才流失原因心理分析初探 煤炭经济管理新论（第7辑）——第八届中国煤炭经济管理论坛暨第二届中国煤炭学会经济管理专业委员会工作会议（2007）论文集 2007 20 国有企业人才流失成因分析及对策探讨 湖南工业大学 2007

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Generally speaking, the employees have 3 fastigium, leaving hannigan business adviser said during the probation period with the enterprise employees are not belonging to enterprises. Once the new found the nature of work and expectations, or beyond their ability to work with the boss, or are not, it will immediately had occurred. After two years of on-the-job employees, promotion crisis over a period of time, the work of enterprises, to the job at hand is already familiar with, eager to have more opportunities, greater challenge, so hope to get promoted. Especially if the colleagues, students have no chance of promotion, and he, he will find out eagerly chance, After five years of work of on-the-job crisis, when can predict more slowly, and promotion opportunities for existing enterprise is less and less, "newness", therefore, no such as competent people begin to have the opportunity to find , the loss of talented people in the domino effectWhy some people to join the enterprise "to" happily, but to leave after "to"? When leaving the company from "the behavior of the individual is abnormal for development", "a kind of phenomenon", "a trend", managers should reflect: is not unrighteous or employees? Is the person or employing mechanism strategy has a problem? Is the business idea deviation or enterprise culture change taste?A big problem troubling the enterprise is the loss of talented high-tech enterprise, especially for the talents, and stronger dependence of modern enterprise competition depends mainly on talent competition, this will give the enterprise human resources management, some enterprises brings difficulties in recruiting employees with "only when recruiting talented person, senior don't useful, but the slogan of" and can stop loss of talents, often is in the unit of skilled personnel, in others, in part or collective away the impetus, partial enterprise from the left, it looks like we often say "dominoes".If an enterprise high turnover, will not only influence the daily operation, also caused the "flow" habitual that employees see more of the "everyday", the colleague of enterprise is once, at the first or leave, but thought is not considering strengthening communication etc to solve the problem. Therefore, the turnover will control in benign, within the scope of the enterprise vitality and keep talents, should be left of human resource management is one of the important targets. A turnover in 5%, but is "bad" of the enterprise, the optimum flow of personnel is these talents loss for a long-term development strategy is very important, if the enterprise did not have enough talent reserve, cannot guarantee the continuity of the human resources, let alone to improve enterprise's core competitive ability, so in the enterprise human resources management should take positive human resource strategy, and prevent the loss of talented people in the domino have proved that most employees like this kind of public enterprises and direct approach, it is to give them a sudden attack, they don't have time to decide, not better choice leeway. Whether good or bad, as usual, consistent to respect treatment is very important, but want to become the best office staff mind, need to offer more things. And this is where the unique beauty, force in global CEO from the factory to the assembly line, Laos, every employee works in patients with ease pain, for restored to health and prolong life."We work in the 500 million, benefit of global every 6 seconds, a beauty products. Those patients implanted manufacturing or other industries are proud of the work, but few have enterprise can like us direct benefit patients!" A beauty, force. Staff "When people understand the beauty of humanity, products contribute much, they will understand oneself to send out is a gift of life. This to enhance their sense of enterprise's mission."Fortune magazine voted "America's 100 best companies to work for" eight years as in the seven times! This road and beauty for employees of meaningful work and competitive compensation and benefits are competitive. With these three, the mission and employees of enterprises and one in retaining employees, force works is fruitful, compared with other many enterprises, especially the domestic many enterprises, there is no beauty, as in so attractive force of natural. They have to face a loss of talents directly and increasingly serious talents crisis. We cannot help asking what reason for these enterprises meet so attractive in the problem? To sum up, the enterprise, stay, common reasons and problems are mainly as follows:1, enterprise development strategy and vision problemsEnterprise should have a clear goal for development. Because of the short-term will make staff to see the future of the company, and insecure. But even if enterprise is clear vision, if cannot make staff understand yourself and enterprise vision, oneself in the enterprise to realize this vision of function, also cannot give employees with , the employee's salary and welfare issuesIn all the basic way to Commodity Exchange trading standards as the society, salary is always a very important factors. Because of the employee compensation determines his economic and social status, he's quality of life and activities in relation to the space, all his all. Therefore, the payroll problem is always an employee is concerned. Salary and welfare of the main problem is: salary level and external trade, professional, compared with competitive salary, resulting in the enterprise in the aspects of less attractive. Treatment of internal fairness problem, do not get paid and balance. Employees expect basic pay more than the life of no , business leaders and styleEmployee satisfaction with the boss of employee turnover exist strong correlation. When employees of the boss, the flow tendency will increase. Specific performance such as: poor ability is insufficient or moral managers, employees will be hard to convince, most reluctant to stay employees. If the manager does not work for pay, poor performance of employees do not try to guide, but only in their censure of mistakes or criticism, not a hard-eyed criticized employees, and staff involved in character and other problems, will cause the opposition, when employees stress, will work as a burden, it will consider leaving , the enterprise cultureMany people leave a company, it is to feel the enterprise. Mainly because of the enterprise culture, the entire enterprise without a good atmosphere of unity. Communicate and coordinate also has very many problems, work exchange, mutual cooperation, less useful work well to share information, thus make staff feel like very isolated, and the enterprise no relationship. Thus, the employment system and open to employees working atmosphere is very important, The scientific management system and harmonious working environment is willing to work in enterprise long one important and other factorsThe flow of its employees to pursue lifestyle. Some people enjoy relatively stable way of life, some people don't like drab and stable way of life, like the changeable, in addition, the preference of lifestyle of his staff is likely to cause the city, thereby choice or in the community. Another employee turnover is probably because family, for example, because of their life, take care of their parents or spouses of learning and work flow, etc.(2) the deep reasons employee turnoverAfter analyzing the flow of employees in general, we must explore these reasons, namely the reasons behind the deep reasons. In the deep reasons, we must from the basic principle of human resource management. Human resources management is the most essential thing is, with the appropriate capacity, at the right time, arrange to appropriate post. Further, the essence of human resource management, or supreme is: the person hillock adapter! Human resources management in various problems, are essentially is not caused by adaptation hillock. High turnover is one of the low degree of adaptation hillock. Man does not fit the way popular hillock is wrong, wrong hire hire is the real reason behind the loss of talented people. At least make mistakes often hire employees to be performance of 20% lower or trivial obtain employee turnover in the real reason why not easily. Many managers do not consider the employees often experience weeks or months before deciding to consider leaving. Firstly, the staff appraisal and compliance with his work expectations. Once the disappointment, first thought might be leaving. At this time, employees may spend time thinking about looking for a new job, then, find appropriate action, evaluation, and now the work completed the above steps, compared to decide exit interview about reason for leaving the company, the employee will be appropriately answer "in order to better development opportunity." He would not open demission reason is understandable, it also makes the exit interview information obtained more superficial. Therefore, the managers in exit interview only contact to staff decided to leave, and understand its real reason, eventually lost the chance to talents need good work. The reason is very simple. People think that work is not ideal, either slacking, either. The occupational health market, they are more likely to choose the latter. As soon as possible in order to find the real cause of the employee turnover, and take the third exit interview proved way is a kind of very effective way possible. Take a third-party exit interview way because of concerns from employees and concerns, and can obtain employee objective reasons for leaving. The enterprise to understand and grasp the truth of the staff have realistic , human resources management is the most essential thing is right, the ability of personnel, at the right time, arrange to appropriate post. The essence of human resource management, or supreme is: the person hillock adapter! According to this principle, the enterprise should can skillfully three ability, accomplish a person to fit, will receive guards the actual effect of divided into three types: wisdom, knowledge and self management characteristics. Wisdom is the behavior, have certain aspects of intelligence work more easily than others. Wisdom cannot teach, so you have to choose. Someone once said: "you can learn to climb trees, but teach Turkey." more convenient employ squirrels, The trick is to choose the appropriate talents and the appropriate work, challenge and expected results, remember to match with other members of the team, the way consistent, full of talents team in goal. The second kind of ability is needed to work. Must first make clear what the employee must possess knowledge and experience to achieve the desired results. Professor or through learning knowledge can be obtained, this practice or intelligence and different. Self-management characteristics are the key factors to the ", "in many cases is to determine whether two colleagues or new employee can get along well with other members of that team for the key elements.(3) is the core enterprise of brain drainIn the 1960s, Argyris (1960), Levinsonetal. (1962), 1965), Schein (first put forward the concept of psychological contract. The psychological contract is as an employee and organizational exchange relationship and mutual responsibility of a kind of psychological expectations. The psychological contract of employees and organization is between mutual understanding and trust. Such as employee may think that he has been organization has promised to pay, competitive advantage to ascend, vocational training work, in the heart of the staff as equal exchange for the organization's development is to contribute their energy, time, technology and sincere. With the economic contract is different, the psychological contract have implied, personalized, informal and perception of psychological contract, although not formed text, but not the binding legal contracts than. It is agreed between the organization and the implicit contract provisions, give the other party and party expect from the other party. When both sides expectations, both the match was recent years, the competition in the globalization process reengineering, strategic alliance, outsourcing and merger and reorganization, organization structure under the influence of such environment flattening of psychological contract, known as the "hidden" the concept is a qualitative change, not only in the enterprise, the enterprise, also including Japan European enterprises, companies are rushing to cut through the sale of strategic resources and to pursue efficiency. The traditional psychological contract - to work hard and employee loyalty, organization provides work organization guarantee stability and permanent, more and more in the context of unprecedented impact. While some new content, such as for flexibility, impartiality, innovation, the psychological contract of increasing weight, because of this, in silence after 20 years, from the middle of 1980s, management of the psychological contract in the field of research and a new psychological contract of construction can realize people's development, avoid the autonomy organizations and members of the information asymmetry between the ", "because of lack of work efficiency. Due to the existence of information asymmetry, members of the organization's commitment only through the establishment of the psychological contract, intrinsic motivation to achieve. The process of constructing the psychological contract, is also a full members of the organization of the enthusiasm and creativity and intelligence, is that produce a high level of employee commitment (intrinsic motivation and mainly for high-energy, lengthen working hours, to do more to work with passion, etc.), is the process of constructing the organizational members' community of life ", is the process of cohesive tissue. From the modern sense, the organization's operations, members of the life and development, more important is the member of self-realization, its fundamental goal is growing and developing members of the organization.

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