自我国加入WTO以来，我国市场经济飞速发展，中小企业在经济快速发展的浪潮中不断成长。经过10多年的发展，中小企业成为中国经济组成中非常重要的一部分。但是近年来我国中小企业面临着人才流失日益严重的问题，引起了社会各界的普遍关注。每年我国中小企业大量人才流失严重制约和阻碍着企业发展，已经成为影响中小企业发展壮大的关键问题。如何应对中小企业人才严重流失问题，稳定人才队伍，成为当前我国中小企业人力资源管理面临的首要的问题。 中小企业人才大量流失问题一般涵盖整个管理领域，具有很大的研究价值。本文在参考国内外人才流失研究文献的基础上，采用理论研究和实证研究相结合、定性分析与问卷调查分析相结合的方法，联系工作实际，具体研究汉中市汉台区人才流失影响因素分析。文章首先阐述了国内外关于中小企业人才流失研究现状，其次对中小企业、人才、人才流失的概念进行了界定，阐述了人才流失在人力资源方面的相关理论，总结了我国中小企业的特点和普遍存在的管理问题；文章进一步根据搜集的数据资料，分析了汉中市汉台区中小企业人才流失的结构和特点，构建了关于该地区中小企业人才流失各影响因素比重模型，确定了致使人才产生流失意图的主要影响因素。分析结果表明：汉中市汉台区中小企业流失人才的学历结构、职称结构、年龄结构、管理职务结构、专业结构差异较大，流失人才更注重的是在企业中自身所受到的分配、程序方面的公平性、个人的成长与发展机会、报酬水平、企业文化、企业发展与个人追求的一致性以及更大的工作自由和权限等要素，而其它要素对人才流失影响相对较小，其中薪水在各影响因素中所占的权重最大。接着文章在调查问卷分析的基础上，提出了改善汉中市汉台区人才流失问题的措施，措施分为政府措施和企业组织措施，政府措施包括优化人才环境、优化创业环境、优化生活环境，积极制定吸引人才政策，协同用人单位做好人才留用的思想工作，加大宣传地区改革和引才的力度，建立公平完善的人才竞争机制；企业措施包括建立公平、有效的绩效考评体系、建立富有吸引力的薪酬福利体系、培育中小企业独有的企业文化、建立符合所需人才特点的培训体系、建立合理的的激励机制、设计完整的职业发展规划、规范人力资源开发与管理制度、营造良好的工作环境等。

Since the year of china’s accession to the WTO,the small and medium-sized enterprises were growing up in the tide of the rapid development of market economy.After 10 years of development,the small and medium-sized enterprises has became a very important part of the composition in China's economy,But it also faced with a problem of serious brain drain in recent years, and it has caused widespread concern.Every year a large number of brain drain seriously restricted the development of the small and medium-sized enterprise, it has became a key problem to the development of small and medium-sized enterprises.How to deal with the problem of seriously brain drain, and how to stable talent team, which has been a current and primary problems of human resources management of the small and medium-sized enterprise. There is a great value to research the problem of the brain drain of the small and medium-sized enterprise,which covers the entire field of management.The paper is on the basis of referencing research literature from domestic and foreign and take a method of combining theoretical research with empirical research and combining qualitative analysis with questionnaire survey analysis.Contacting work reality, and analyzing the influence factors of brain drain in HanTai area.The paper firstly expounds the research situation of brain drain of the small and medium-sized enterprises at home and abroad.Then it defines the concept of small and medium-sized enterprise, talents, and brain drain, and summarizes the characteristics and common management problems of small and medium-sized enterprises .Lastly it builds a linear regression model between various influencing factors of brain drain, and ensures the main influencing factors of the intention to cause talent loss. Analysis results show that:the loss of talents are diffierent from the structure of degree,title,age,management position,professional.The talents of the small and medium-sized enterprise in HanTai area pays more attention to the distribution and procedure fairness,the personal growth and development opportunities,the pay level,the enterprise culture,the consistency of enterprise development and personal pursuit and the greater freedom and authority,etc., the influence of other factors on the brain drain is weak, the strongest factor of each influence factors is salary.Then the article puts forward the countermeasures to improve the brain drain problem of HanTai area on the basis of quantitative analysis.Measures are classified into government measures and organization measures, the government measures including optimizing the talent environment,the entrepreneurial environment and the living environment, makeing actively attractively talent policy, cooperating with units to do a good job of ideological talent retention, increaseing publicity area reform and leading to the strength of fair perfect talent competition mechanism;The enterprise measures including establishing a fair and effective performance evaluation system, establishing a attractive salary welfare system, cultivating the unique enterprise culture of small and medium-sized enterprises, establishing a required talents training system, establishing a reasonable incentive mechanism, designing complete career development plans, standarding human resources development and management system, createing a good working environment, etc..