On The Private Enterprises How To Attract And Retain Talent

Since China entered WTO in November 2001, more and more large trans-national companies in the world have been come into the Chinese market, not only in terms of product and service, but also in human resources, for competing with Chinese enterprises.At present, there are so many enterprises in China, especially small and medium sized- private ones are placed in an embarrass situation. On one hand, the scale of these enterprises is too small, and not famous, difficultly attracting talents, and at the same time, as these smaller sized- private enterprises quickly developing, they need a large amount of capable and skilled personnel, thus it caused a contradiction between development and human resources, on the other hand, due to the lower level of the management, made the enterprises lack of a reasonable plan for the talents, and even no systemic recruiting and training programs, as a result, the talents in the companies can not be promoted, so that it accelerated the loss of talents. The value of talents will increase if they can freely flow. However, if enterprises can not reserve good talented people and, attract more new comers, certainly, the enterprise itself will be suffered.Currently, the survival and development for the small and medium- sized companies in our country are in trouble as lack of talents. And after entrance of WTO we are facing a very serious problem that is how to efficiently prevent talents of the enterprises from flowing away, and attract them to dedicate their companies and enhance the companies'competitiveness. This is an urgent, realistic issue which lasted for a long time. Therefore, the experts and scholars at home and abroad conducted many researches and investigations, they have drawn a conclusion that the core concept of the management for modern enterprises is to put people first.This article intends to discuss how our small and medium- sized enterprises attract and keep the talents based on the theory of human resources development and management as guidance. Firstly, it elaborates how the small and medium-sized private companies work out a correct and efficient mechanism for attracting talents, mainly analyzing from the following three points: 1) to set up a correct concept for the talents, 2) to establish efficient recruiting system, 3) to foster and perfect training programs. The article also introduces a new meaning for the talents, and analyzes the importance of establishing recruitment system and training programs from the view of human resources managements, and all these functions to companies.Secondly, it tells how to formulate and implement a correct and efficient mechanism for reserving talents, mainly from the following two points: 1)toset up a reasonable remunerate system and; 2) to foster corporate culture with centralization. The salary management is the most difficult link to that of human resources. If the remunerate system of enterprises can fully embody fair and motivated factors, it will facilitate to promote productivity, and bring the companies to a desired developing circle. In addition, an excellent corporate culture will greatly encourage the staff's working enthusiasm which is an effective and economical method for attracting and keeping talents.Last, this article provided solutions through the analysis of the case that how Shark Company attracted and reserved its talents and skilled personnel. And it is believed that there is some significance for reference for our small and medium- sized enterprises during their development and practice.