Research On The Talent Maintain Strategy Of HX Company

In recent years, as human resources management thinking and technology daily improving, "the staff Das Capitals" has been more and more accepted by the management. At the same time, "human capital" became the most absent capital of enterprises above "financial capital". HX Company is in a knowledge-intensive trade; "staff" is the basic productivity and directly influences enterprise's survival and expansion.This paper based on the model of a brain drain at home and abroad, analyzed the theoretical basis of brain drain and retention in the author's view. Secondly, this paper introduced the trade characteristic of HX Company, analyzed HX company organization structure, position, staff qualifications and age structure, listed staff turnover rate in the past years. Staff turnover rate and job vacancy rate have been rising annually, which resulted HX companies operating costs increased, routine work interruption, and other weakness. At the same time, talent fault in key department of HX Company leading to a bottleneck of company further expansion. So to settle down all difficulties on HX company human resources is the most important task which is reduces the staff turnover rate by talent water storage strategy. Thirdly, it is analyzed staff with different entry time in the paper, study "outgoing staff interviews" and "employee satisfaction survey", got the reason of staff demission from HX company in different stages by a large amounts of data analysis and examples of corroboration. The reason were summarized as: new staff lacked of orientation training while they firstly come to company, which kept staff turnover rate high; Excessive working pressure led to the majority of existing staff in a hidden loss of state; Intelligence depletion and vocational confusion are the key problems of three-years staff in the company.Finally, the author gave appropriate water storage talent strategy proposal and suggestion according to the brain drain. Water storage strategy for the new staff including: improving the management of recruitment, launching a new staff entry guidance, the creation of targeted groups values and the pressure ease. Veteran employees maintained against the strategy include: establishment of an early warning system personnel, guidance staff career planning, job rotation and promotion to provide multi-channel, full study to establish mechanisms to promote knowledge precipitation.