The Research On HR Management Of Private Enterprise's Employee Losing Issue

With the continuous deepen of reform and open in china, private-owned enterprises of china has shown good state of radical development for nearly two decade, has becoming a most active, most vivid economy force in present state economy, according to statistic in 2000 from State Statistic Bureau, 80% of domestic GDP growth is from private-owned enterprises.The competition focus on international level is economy and technology competition, admittedly also is competition of high quality talent. After china becoming member of WTO, many more multi-national company entry china markets, take part in competition of economy and talent, making the competition of talent more and more fierce. For private-owned enterprises in china, the situation facing is tougher than ever. So, how to solve the problem of talent losing has becoming a serious issue for the development of private-owned enterprises in china.The thesis mainly analysis and discuss the problem of talent losing in private-owned enterprises in detail. Contents in the thesis assigned six chapter in all following: the first chapter is preface, given the necessity of research as well as method and background of research for this problem; second, the theory analysis of employee losing; third, mainly introduce the micro, inter-enterprises and individual factor of influent the employee losing in private-owned enterprises, as well as the positive and negative influence the employee losing bring to private-owned enterprises; fourth, from the point of private-owned enterprises, discuss how to through improving each step of HRM to gain the objective of control the flowing direction and speed of employee in enterprises according the reasonable requirement; fifth, in corporate with the author's practical experience in private-owned enterprises to analysis the case; sixth,conclusion, given a conclusion for the thesis research results.Based on the basis of research carried out by forerunner, the thesis establish a model for analysis the process of employee losing, given the three factors deciding whether emerge employee losing: (1) the opportunity and probability of external provide for employee selected, as well as the evaluation and expectation employee for this; (2) personal valuation and mental outlook; (3) the evaluation for present work and expectation for future work. The co-effect of these three factors is making employee decided whether stay at present work or flow out, even deciding flow out, if when facing enterprises promote the reform more compatible with individual valuation, or enterprises can provide new opportunity to satisfied the main demand of employee, more probably to make employee changing the idea of flow out, therefore, stay at. For the strategy research on employee losing of HRM in private-owned enterprises, through closely incorporate various management tools with actual situation in private-owned enterprises, given a serious management theory and discussion efforts adopted for effectively control employee losing in private-owned enterprises. There must be many point need further improving in this thesis, especially on the aspect of practical applying need further deepen and detail.Hoping that the research of the thesis would be helpful for the HRM of middle- or small-scale private-owned enterprises in China.