Research On Problems Of Brain Drain Of The Professional Technicians In ZhongZhu Engineering Corporation

With the increasing infrastructure investment, construction industry has become one of mainstay industries for national economy. It also plays a more and more important role in national economic construction and social stability in today's society. The state-owned building operations enterprises take up a great proportion in quantity and output. As labor-intensive industry, the professional technicians play an important part in the industry. The professional technicians, as the most creative group in the building operations enterprises, have the professional theoretical knowledge and abundant practical experience, so they take the significant responsibilities in management of building operations. Therefore, the lost of talent doesn't only bring difficulties to the enterprises'human resource management, but also gives a lot of pressure to the enterprise managers. To effectively use the relevant knowledge about human resource management, reduce the loss rate of professional technicians in the construction enterprises, enhance the human resource and improve the market competitiveness of enterprises are the important subjects with practical significance at present.This paper has carried out a detailed research about the loss of professional technicians by taking ZhongZhu Engineering Corporation (ZEC) which is a state-owned construction enterprises as an example, when it adopts Price-Mueller (2000) Model, Maslow's Hierarchy of Needs and other knowledge of human resource and organizational behavioral science; it has analyzed the main factors that influence the loss of professional technicians, and theoretically proposed the constructive suggestions for improvement. The paper is composed by 3 chapters, whose abstracts are as following:I. General situation introduction of ZEC and Current Situation of Loss of Professional TechniciansZhongZhu Engineering Corporation, founded in 2002 and situated at Guangzhou of Guangdong province, is a first-grade construction enterprise, which is capable of building highway, airport, water conservancy, electric facilities, municipal buildings, light rail, subway, civil engineering, etc.The corporation had 1557 enrolled employees by the end of 2008, in which, 596 with junior or above technical titles, so the professional technicians occupied a large proportion in the corporation. However, since 2002, the corporation has drained124 technicians; and such loss of staff has brought many negative impacts to the corporation.II. The genetic analysis of ZEC Loss of Professional TechniciansThis chapter firstly introduced Price-Mueller (2000) Resignation Model, This model comes from generalizing and abstracting of external environment and micro & macro factors of brain drain, which points out variable types and specific variables that had influence on brain drain, which also points out the process of influence from environment, individual and structure to brain drain, which also points out relationship between each variable and brain drain. It could integrate with influence factorial analysis of brain drain closely. The questionnaire survey based on that model has been designed in this paper, so as to surveying ZEC loss of professional technicians and understand the reasons that have caused the loss.The analysis of questionnaire survey shows the main reasons of ZEC loss of professional technicians are:The managerial system of company is worked out according to higher administrative organ, which includes benefit system. As the higher authorities and the company are not in the same region, the benefit system does not correspond with current development situation of developed area, which leads to lower total compensation to the other enterprises in the same industry in similar situations of work intensity. Especially after the company is located in Guangdong, under the environmental conditions factors, so many welfare policies have been canceled. The endowment insurance, medical insurance and public housing fund have been in social overall planning without corresponding currency indemnity. So the absolute income of employee fells.Company's mode of growth only has single channel, the income level and social status in the company has corresponding relation with employee's position in the company. It means that if the employees want to achieve their higher level esteem needs and needs for self-actualization, then they must enhance their positions. But their achievements can not help them in the same position. It caused that professional technicians will try for the executive positions, as soon as their seniority and experience are accumulated to a certain level, because nobody will reconciled to engage in technical work for his lifetime. But actually speaking, the total amount of executive positions are limited, which far fewer than the amount of professional technicians, so most of them could not achieve their goals, who will find another way to achieve their higher level esteem needs and needs for self-actualization.Additionally, the training system of company is not perfect enough to provide the effective training for talent development. On one side, as the company worries about that the employees will not devote minds to their own jobs after training, the employees could not receive the real training opportunities. On the other hand, the training of the company is lack of comprehensive arrangement and plan. HR department carry out some rapid-result & certificate-directed training, which could not improve the skill and competitiveness of the employees, then they have the resistance to the training consequentially. Additionally, due to the certificate-directed training, the company has too few funds to pay attention to career development training of the employees.III. Countermeasures Research on Reducing ZEC Loss of Professional Technicians This chapter, mainly on the basis of questionnaire survey, proposed the constructive suggestions for improvement aiming at the main influencing factors in ZEC loss of professional technicians.Firstly, it asked to form a double-channel development model, so besides the administrative promotion, the professional technician should also have a career that allows him to have the same status and salary as those the manager has. In this hierarchical structure with twin parallel channels, the counterparts have the same social status, emolument and rewards. Then the employees in the technical channel could have the equal development opportunities and levels. In this twin channel system, the exports could have so much job satisfaction that their social status could be improved, and the dimission rate also could be reduced. The technical channel is an attractive career selection for the experts without interest and capability on management.It required to reform the corporation's compensation and benefits management, form the"Broad-banding"salary system, and implement the system of"special salary for special position". The traditional wage system could be broke up into more extensive system, the greater level difference and less levels could be designed in the new wage system. This revolution is favorable to reduce the salary grades and break the sense of hierarchy and reward the employees with outstanding achievements. The flexible benefit system should be promoted, which could integrate treatment of employees with labour market and motivate the talents and retain them in company and encourage them to make more contribution. Finally, more talents could be recruited and retained by the thoughtful welfare.It demanded to enrich the capital for training in order to provide many types of trainings according to the professional technicians'growth needs, and reinforce the evaluation of training effect to improve the training efficiency.It emphasized on the importance of spiritual inspiration in order to keep the technicians by emotion. And it indicated the good interpersonal relationship and the affectionate cultural atmosphere should be nourished in the corporation, so the technicians would indeed experience the respect and set up the strong awareness of initiative.Finally, for the professional technicians who have decided to resign, the corporation should enhance the management on them. The corporation should establish the personalized interviewing mechanism, in order to understand the employees'real reason of resignation and give the resigning employees a good impression; and it should provide the convenience for the resignation procedure, so as to present the humanized corporation.