Research On Brain Drain Of State-owned Enterprises

Along with the deepening of reform and opening up and the high-speed development of market economy, especially the flooding entry of foreign enterprises after China's accession into WTO, the loss of talented people become the concern of the whole society. The loss of talented people not only weakens the market competitiveness of state-owned enterprises, also restricts their sustainable development. It is a serious problem relating to the fate of state-owned enterprises, and becomes a major issue that must be concerned in the reform of state-owned enterprises. Research on this problem is because I once worked in such an enterprise and experienced the consequence caused by brain drain.The research approach of this paper is that focusing on the topic subject, investigating the case by scientific methods, analyzing the reasons with relevant theories and proposing the countermeasures. The research method is that with reference to the fact and consequence of state-owned enterprises'brain drain issue, the questionnaire is designed according to an internationally recognized model on employee turnover, based on which and Maslow's demand hierarchy theory the issue is analyzed, and then the countermeasures is put forward on basis of HRM six module and the enterprise's specific circumstance. The research conclusion is that the state-owned enterprises' management problems are the main reasons causing brain drain and among which the salary, promotion and distribution are the key factors. Therefore, to emphatically resolve those critical problems is presented here.The innovation of this paper is that the subject comes from the actual cases and the data is reliable, and the variables of Price-Mueller (2000) employee turnover model is used to the actual investigation questionnaire, which plays a key role in find out the factors affect brain drain; According to some common assumption of this model and Maslow's hierarchy, this paper analyses the factors from the standpoint of practice and theory; And the six countermeasures in this paper to prevent the loss of talented people are Orientalized though it is based on the six module establishment of human resource management.