随着我国在政策上对高新技术的大力扶持，以及社会公司对知识产权保护意识的加强，知识产权服务业在我国得到了快速的发展。K公司作为我国知识产权服务业的中坚力量，近年来却面临着严重的核心员工流失问题。依据K公司的所处的行业特殊性，可将工作于K公司的核心员工分为两大类，他们是不担任何管理职位的普通核心员工（简称为普通核心员工），以及担任管理职务的核心员工（简称为核心员工管理层）。在2012年至2014年这三年间，K公司普通核心员工的流失率全部高于15%，核心员工管理层的流失率更是持续达到高于20%的水平。大量的核心员工流失为企业带来的巨大损失：例如，在职的核心员工人心涣散、组织凝聚力差、客户交给的业务无法按时完成、企业的信誉受损等。如何解决这一问题，对K公司的发展至关重要。本文的主要内容是为K公司进行企业诊断，明确造成K公司核心员工流失的主要原因，在分析问题的基础上，运用相关理论知识，针对造成K公司核心员工流失的主要问题提出合理性解决建议。为了能够了解离职核心员工从K公司流失的真实原因，我对一部分从K公司离职的核心员工进行了调查，调查采用了调查问卷法和访谈法。调查问卷的设计依据是扩展的MOBLEY所指出的影响员工从企业流失的四大因素。本人仔细研究分析了调查问卷及访谈内容所得到的信息，认为K公司核心员工流失现状和三个因素相关，它们分别是企业内部管理因素，企业外部的环境因素及员工个人因素。针对K公司核心员工流失问题，我提出了三点解决建议：首先，对K公司来说，当务之急是要树立科学的人力资源管理理念，不断加强公司管理者自身素质，并且要科学地完善人力资源管理体系；第二，K公司要明确公司所处知识产权服务业核心人才紧缺的事实，企业只有建立“以人为本”的企业文化，并且紧盯同行业公司的人力资源管理水平才可保持在人才的争夺中占领头筹；第三，K公司须加强和核心员工之间的沟通，及时了解核心员工在工作和生活中所遇到的问题，以及其内心活动，必要时对员工提供帮助，这样做可以提高核心员工对企业的满意度和忠诚度。按照上述建议，可以从根本上解决K公司核心员工流失问题,从而能使企业在持续、稳定的发展中做大做强。

Recently, with the support to high-tech field from Chinese government and the awareness of importance of IP protection, IP agents have been developing rapidly. Company K, which plays an important role in Chinese IP agent field, are seriously facing the problem of attrition core staffs. Core staffs of K Company include normal core staffs which are core staffs without any administrative positions and administrative core staffs which are core staffs with administrative positions. During 2012 to 2014，the ratio of attrition of normal core staffs to the whole core staffs is above 15%; and the ratio of attrition of administrative core staffs to the whole administrative core staffs is above 20%. High ratio of attrition core staffs incurs great untouchable loss for K Company, such as poor inner cohesion, damage to K Company’s reputation. Therefore, it is vital for K Company to solve this problem.The content of this article is making diagnosis for K Company, making clear the major causes of corn staffs attrition, based on analysis of problems, and then applying relevant theoretical knowledge for putting forward reasonable solutions. In order to learn the real reasons of attrition of core staffs, I carried out survey with regard to some of previous core staffs of K Company. The survey includes interview and questionnaire, which is designed according to the main four factors of staffs attrition indicated by extended MOBLEY.I have investigated the information of questionnaire and interview with the conclusion that there are three main factors result into K Company’s attrition of core staffs: inner administrative factor, outer environmental factor and employee’s personal factor. In this article, reasonable suggestions are proposed with regard to K Company’s attrition of core staffs on the basis of the above analysis. The suggestions are simplified as follows. Firstly, the most important matter of the moment is to establish the scientific human resources management philosophy, and constantly enhance the company's managers themselves, and to scientifically found human resources management system; Secondly, K Company must establish a "people-oriented" enterprise culture, and focus on the competitors’ human resources management level. Thirdly, K Company shall strengthen communication with core staffs, and pay attention to issues encountered to corn staffs at work and in life, and provide assistance to employees if necessary, and in this way, can improve the satisfaction and loyalty of the core staffs of the enterprise. In accordance with the above-mentioned recommendations, K company's core staffs’ attrition can be fundamentally solved, and thus to enable K Company to sustainable and stable development.