Research Of YN Company Brain Drain

YN company is the fist enterprise that set up in Shandong province of water temitory. It engage metal famework and mechanic producing. At fist the company is located at the golden zone close by Jiefang bridge in Lixia district, Jinan city of Shandong province. It has a divide factory in Licheng district which near the Jiqing expressway. The headquarters of YN company has moved to divide factory in 1998. The scope of employees has reduced from initially about 900 to 300 in 1998-2006, salesperson and technocrat brain drain increasing. Company is up against certain opportunity in intension market competition, while its sustained development has been serious restricted by the shot of talents.The article take case of YN company, firstly, explains the concepts about human resource, introduces some theories about brain drain and goverm of brain drain. Secondly, this paper analyzed the reasons behind the brain drain of YN company from the perspective of external factors, interior factors and individuals. In the author's opion, the unreasonable human resource management, and the absence of reasonable salary structures and the lack of long-term staff development plans are the basic causes for the brain drain problem. In the end, the author exerts the principle and methodology of human resource management, combines relevance theories about brain drain and the actuality condition of YN company. This paper put forward some profitable countermeasures in the following aspects such as: efficient recruitment, position design, welfare and salary, encouragement combination, after-management of talents, in order to keep down brain drain.The competition among enterprise centers on talents in the final analysis with the further development of market economy in China. Currently, brain drain increasing especially in traditional state-owned mechanical enterprise. For brain drain, the competitiveness of enterprise is greatly weekened, their sustained development undermined, even directly injure the enterprise. Therefore, to take into account the brain drain problem in state-owned enterprise, and put forward effectual human resource management motivation regime, has important realistic and academic implications. In this article, the study of YN company brain drain and proposed countermeasures are expected to provide some helpful elicitation for these enterprises that take on similar background.