Study Of Talent Flow Management In Construction Industry

Along with the rapid development of science and technology, mankind has entered the information era. In the period of updating speed and fierce competition, if an enterprise wants to be invincible and build the core competitiveness, the key is to have a team of talent .Because competition among enterprises is ultimately a competition of talent. As a pillar industry of China's national economy for the construction firms, building their core competitiveness is the main function of their rational allocation of management and technical personnel. However, in the actual course of human resources management, construction firms tend to attract talent to the project. When the enterprise has a new project, there will be a large number of personnel flows, once the project has completed, people will be lost. Indeed this experience can enrich the talent, but not be able to form a stable professionals in construction enterprise. Besides, personnel job satisfaction is relatively lower, and the flow of talent especially brain drain is so serious that has become a bottleneck in long-term development of the construction enterprises.The topic sources from this bottleneck, and selects the city of Linyi as typical construction firms to research. Through releasing issuing questionnaires and organizing interviews between senior and experienced officers, this thesis gives a summary analysis of the current situation of the management of construction enterprises in talent flow. In addition, giving analysis of the impact of the brain drain in the construction industry professionals in particular factor. In view of these, in theory, forming management system of talent flow in construction enterprises.Through analysis , in the current staff composition of construction enterprises about Linyi city, the basic quality of talent is higher, in which highly educated is the most. And enterprises have taken actions to manage and motivate these talented. However, Brain drain is too serious and on the increase trend, Therefore, the author comes to the conclusion that the main reason about brain drain is imperfect performance appraisal system, incentive pay system , not timely staff training system , traditional human mechanism,and corporate culture lack of cohesion. Besides ,we must say that this conclusion is achieved under the guidance of talent flow theory, and through analyzing those collected data. In view of these restraints, the writer puts selectively a whole set of scientific personnel management and mobilition system in construction enterprises ,which embraces key performancece indicater system based on balance scored card, incentive pay system based on appraisal , perfect training system,cohesion corporate culture emboding the characteristics of construction enterprises, and scientific talent recruitment screening mechanism .In conclusion, this personnel management and mobilition system plays an important role in retaining enterprises'core staff, in order to realize their development and to keep their vitality.Through the above analysis we can see that, the main innovations is embodied in the relevant theoretical knowledge of talent flow to use in this specific industry sectors, which reflects the combination of theory and practice requirements. Of course, due to various reasons, I have chosen to study this issue only based on a few representative enterprises. Empirical research may be omitted in some small problems, and because of the limited knowledge of the individual, there will inevitably be flaws in between. It is also necessary to strengthen the local author.I firmly believe that with the flow of talented people for further studies on the construction business, there will be more construction firms to improve talent flow management mechanism, to build up the core architecture competition for talent, in order to realize the rapidly long—standing development of enterprises .And this will also in turn contribute to our economy prosperity .