Research On The Problems & Strategies Of Brain Drain In Family Business Y

With the world economy to speed up the process of integration and globalization, as well as the constant deepening of China's market economy development, and family businesses has also been rapid development and become an important component of socialist market economic system.The large number of family business brain drain has become a key issue to family business' survival and development.How to stabilize the staff and enhance enterprise cohesive force and how to improve staff's work achievements and integrate staff management with the development strategies effectively are the critical problems that the enterprises have to confront.The thesis begins with analysis and comment on the domestic and foreign relative lliterature in order to lay theoretical foundation for the cause analysis of typical family business Y. Secondly, after analysis of current HRM and brain drain status of family business Y, mainly utilizing the variables of Price-Mueller (2000) model-including the environment variables, individual variable, structure variables,which will affect employee's job satisfaction so as to cause brain drain of enterprises,to design questionnaire to talents who have left and are willing to leave Y company.,In combination with family business Y existing relevant materials,interviews and inform meeting to talents who have left and are willing to leave family business Y.,using qualitative analysis and quantitative statistical analysis methods to induce the result of survey.In Price-Mueller (2000) model, if enterprises improve the welfare,evaluation, promotion, training, job satisfaction of their staff, it may reduce the loss of talent, or,these factors will reduce staff job satisfaction, increase the loss of enterprise brain drain, these are some deficiencies at these aspects in family business Y. The family management influences deeply welfare,evaluation, promotion, training of family business,so this reason analysis of family business brain drain in family business Y combines the Chinese family business popular management way also with family business Y's characteristics. itself.Finally based on family business Y reasons analysis of brain drain problem, to propose to optimize family enterprise internal governance model,establish the competitive welfare,system strengthen job training, perfecting appraisal system and career planning for the talents and so on, so as to reduce the brain drain in family business Y. Hope this thesis research can help reduce the Chinese family brain drain. ABSTRACTWith the world economy to speed up the process of integration and globalization, as well as the constant deepening of China's market economy development, and family businesses has also been rapid development and become an important component of socialist market economic system.The large number of non—corporate brain drain,constraining the sustainable development of family businesses and family businesses with an impact on survival and development of key issues. how to stabilize the staff and enhance enterprise cohesive force and how to improve staff's work achievements and integrate staff management with the development strategies effectively are the critical problems that the enterprises are confronting.The thesis begins with analysis and comment on the domestic and foreign relative lliterature in order to lay theoretical foundation for the cause analysis of typical family business Y company. Secondly, based on analysis of the current HRM and brain drain situation to family business Y, mainly utilizing Price-Mueller (2000) model-which will affect employee's job satisfaction, leading to the brain drain of enterprise, including the environment variables, individual variable, structure variables, design elements such as the loss of talented employee for Y family enterprise and potential leaving employees survey, comprehensive Y company existing relevant information and to loss of talent and potential leaving employees, using visit discussion qualitative analysis with quantitative statistical analysis of the method of combining the survey results, summary, induce. In Price-Mueller (2000) model, if enterprises to improve the welfare of their staff, appraisal, promotion, training, work participation satisfaction, would reduce the loss of talent, instead, these factors intentions will reduce staff job satisfaction, thus increasing, and the loss of enterprise talented people from the investigation and statistical analysis results to see, family business Y in these aspects are larger issues. Although on the face of it, the reason caused the problems of own most is the employee welfare and promotion get the space and company training system, etc, but for China dissatisfaction for family enterprises in the design of enterprise's salary welfare, staff promotion opportunity considerations in more laid a family-based management imprint, so this paper for Y company analysis of the reasons of the brain drain problem, which combines the Chinese family business special management pattern, the enterprise itself from Y family on the characteristics. Finally based on Y family enterprise analysis of the reasons of the brain drain problem, and proposes the family enterprise internal governance structure Y, establish the competitive c&b, strengthen job training, perfecting examination system, for the vocational talents in a series of practical system measures, to improve the family enterprise brain drain phenomenon in family business Y. Hope this thesis research can give the Chinese family business to reduce the loss of brain drain and bring some inspiration and help.