Research On The Turnover Of Sci-Tech Talents In Shanghai TieTong

Nowadays, more and more enterprises are facing serious challenges in terms of managing sci-tech talents. Those challengers are, but not limited to, fast turnover rate; no good retaining strategy; increasing of management costs. Shanghai TieTong is also facing the same challengers. So it has becoming critical for Shanghai TieTong to develop an overall strategy to control the turnover rate, to build up a team with strong cohesion and to increase work efficiency, and melt all these effective personnel management techniques into the company's development strategy has become the main focus of Shanghai TieTong's human resources management.This article, first of all, defines the terms of talents, sci-tech talents and the brain drain concept. Then it analyzes and comments on the domestic and international essays regarding the loss of talents issue, and provides strong academic basis to the analysis of Shanghai TieTong's loss of sci-tech talents issue.Also, after a thorough research and analysis through Price-Mueller(2000) module on Shanghai TieTong's exit interview questionnaires, a conclusion has been reached, in perspectives of environment variable, individual variable, structure variable and control variable, that the main reasons of Shanghai TieTong's loss of sci-tech talents are: limited talents attraction channel; unsound career development system; incomplete compensation and benefits system; unfair evaluation and promotion system and employees have no confidence in the company's future development.Finally, based on the analysis of the main reasons of Shanghai TieTong's loss of sci-tech talents issue, this article provides some suggestions on how to change the status, including expands talents attraction channels; reinforce career training and career development system; establish competitive compensation and benefits system; reinforce exit management and establish enterprise interest protection system etc.