The Construction Of HRM System Of Defending Key Staffs Turnover

Key staff is the person who has the technology and skill that the enterprise needed, deals the core business and controls the core resources in the enterprise, has some technology or specialty that can't be instead of, makes a profound influence for the enterprise's development and on the key position in the enterprise. Key staffs are foundation stones that the enterprise is subsistence and development. However, the higher the turnover of the key staffs becomes, the fiercer the competition between the enterprises is. The turnover of the key staffs will not only betray the commercial and technical confidences of enterprise, but also increase the capital of human resource replacement, interfere with the job performance, damage the cohesion, weaken the employees' morale, and influence the enterprise development strategy, even lead it to bankruptcy. How to retain the key staffs has become a vital problem to the executives especially to those human resource managers.However, it is the first stage to the study of the key staff in theory, it is far to reach a uniform convention of key staffs in theoretical and commercial research in china, without mentioning to form systematical key staffs management theories and methods. This is extremely detrimental to analyze in depth the cause for the loss of the key staff in our enterprises, and to complete the enterprise key staffs management system.Directing against these questions, this paper completely analyzes the present condition of the key staff, redefines the intention of the key staff and the differentiation with related concepts from theoretical study based on the issue of how to manage key staff in enterprise. Next, it analyzes the reasons of key staff turnover from economic facet, enterprise facet and staff facet in detail with employees' flow theory and employees' turnover model, based on distinguish staff turnover with staff flow. Then, this paper covers the cost of the key staff turnover with human capital theory. Finally, directed by motivation theory, combining key staffs' unique need(career plan, achievement sense, compensation level, etc), it not only constructs key staff identified model, but also conceives key staff management system from recruitment, performance management, compensation management, training and development and corporate culture. I wish the research would be useful to how to management key staffs, to perfect human recourse management system for domestic enterprise in theory and practice.