Study Of Private High-Tech Enterprise Human Resources Crisis Management

In today's world, Economic globalization has resulted in a transition of competition among countries from the traditional industries competition into the competition among enterprises that take high-tech as core competitiveness. Generally, High-tech enterprises are based on high-tech technique, and the following is one of its identifying criterias: technologists that with a college or higher education background should account for more than 30% of its total employees and technologists that engaged in high-tech products research and development should account for 10% and above. Thus it can be seen that human resources is the most important resources for high-tech enterprises and is a key factor for their survival and development.Why the paper focuses on the solving of brain drain problem in private high-tech enterprises is that after 20 years development, private enterprises in China are more than 150,000 now. In this independent innovation tide, their innovation ability and vitality have been continuously increased and a large number of innovative technological enterprises and innovative brands emerge, and a number of distinctive technology industry zone has been created and they have made many major breakthroughs in high-tech fields. But in private enterprises, requirements such as for talent promotion are limited as a result of low income, poor grow environment and family type management mode and they bring difficulty for talent introduction and retaining. The lacking of talented people is becoming the primary problem for the sustainable development of private enterprises.Based on talent flow theory and crisis management theory on talented personnel and setting out from the analysis on the status and characteristics of brain drain in China's private high-tech enterprises, the paper makes a profound summary on brain drain process and consequences, expounds its causes and finally proposes a countermeasures, that is--human resources crisis management. This paper consists of five chapters, chapterⅠof "Introduction", including the purpose and significance, research situation and the contents, ideas and methods;Ⅱ"General human resources crisis management", mainly expounds conceptual definition and related theories overview on human resources crisis management; ChapterⅢ"Human resources management issues and the status quo for China private high-tech enterprises", mainly analyses the status and problems exists in private high-tech enterprise human resources management;Ⅳ"Setup of human resources crisis management system for private high-tech enterprises", which discusses how to manage the crisis on talent loss in China private high-tech enterprises, i.e. establish of crisis prevention system, crisis management system and after-crisis management system in human resources management;Ⅴ"Case Analysis", research on human resources crisis management system of Shenzhen Dongyue Pharmaceutical Company Ltd.; Finally "Conclusion", a full text summary and a future research prospect.