The Analysis And Countermeasure For Brain Drain Of High Technology Enterprise

In today's world, information technology advances by leaps and bounds. Globalization and information are becoming two trends of the world. Talent has exceeded finance capital and become the new rare resource. Economic competition depends on not only capital resource, material resource but also on knowledge and talents. It depends on more and more the development of intellective factors, on the application of science and technology and on the ability of innovation, though it's small as the innovation and advance of value for product or big as economic improvement and society progress of the country. It's talents who grab, use and innovate in knowledge, science and technology. Thus, talents are the most fundamental motive force of present and finance economic development. Accordingly, government and enterprises of various countries have set some of talents' strategies that not only aim at training and retaining their own talents but also attract talents from other countries.Based on the theories and models of talents' flow, the article summarized profoundly the results and causes of brain drain through analyzing the present situation and characteristics of brain drain of high technology enterprises. Furthermore, the article puts forward the effective countermeasures that will solve the problem of brain drain of high technology enterprises in China. First, the article putts the problem, defines brain drain of high technology enterprises in Chapter One. Second, the article introduces some theories and models of talents' flow in Chapter Two. And then, according to relative information, the article analyses the present situation, characteristics and effect of brain drain of high technology enterprises in Chapter Three. The article anatomizes the main factors of brain drain of high technology enterprises from various ways in Chapter Four. The article puts forward the countermeasures for the brain drain of high technology enterprises, such as constructing attractive reward systems and converting the tacit knowledge of talents in Chapter Five. Last, the author summarizes the article in Chapter Six.