Smes Brain Drain And The Impact Of Factors Of Empirical Research

At present, SMEs in the national economy in the occupied an important position, attaches great importance to the development of SMEs. Since reform and opening up, with the market economic system and the gradual establishment of a series of national policy support small and medium enterprises in China have enjoyed great development, has been the rapid development of the national economy become an important force for China's economic development and people's lives Raise the level of the great contribution made. Survival and development of small and medium enterprises have attracted more and more attention, and its status as more and more recognized.The 21st century is the era of knowledge-based economy, knowledge on economic development has exceeded the contribution of capital, land and labor, and other traditional elements and become the productive forces of the most important component. As knowledge of the personnel carrier, is the most valuable resources of the community, enterprises for existence and development of the key links. Throughout the world there are powerful enterprises, and both are relying on a large number of high-quality management personnel and technical personnel to create cost-effective. Modern enterprise management has become a people-centred management, enterprise and competition among enterprises is actually a talent competition.For any enterprise, mobile staff are inevitable, so as to continuously inject fresh blood, thereby maintaining the vitality and creativity of enterprises. But now this kind of "mobile" but the many domestic enterprises have deeply felt the pain, because the more frequently leave the business is the backbone of the pillars of it, this is not only a lack of continuity in the development of enterprises, but also easy to breed instability , The chain reaction leading to the brain drain. Especially in the increasingly fierce competition for talent today, the brain drain has become the biggest threat facing businesses and distress. Many domestic and foreign scholars on the brain drain and brain drain of the current situation of SMEs had a more detailed analysis and discussion. Pointed out that SMEs in the face of new changes in the market, want to increase their market share high, the key lies in the importance of human resources, as well as the impact of business professionals, entrepreneurs and carefully nurtured to form enterprises to participate in market competition characteristics and advantages . As the society, history and their own and many other reasons, some of the talent in small and medium enterprises in difficult play to their talents, and look forward to the results of the gap between making a serious brain drain phenomenon, how can we retain the best people, to build small and medium enterprises and human resources development Heights , Has become the small and medium enterprises need to be resolved before a thorny issue. If Ham and Graves (HamandGriffeth, 1995) to the brain drain problem has been studied and found that the rate of brain drain with a few closely related factors, including: gender; age; family; job satisfaction; on the work of the Expectations; material compensation; performance and enhance the opportunities; complexity of the work; business incentives and so on. John F. Kennedy and well-Beaufort (DavidJ1KennedyandMarkD1F2ulford, 1999) believes that the impact of factors such as the movement of staff and no obvious factors, including the obvious factors: age; income; the nature of the work; the cause of personal development; expected in the future development of the future; staff To mobilize the working attitude and so on. Without obvious factors: gender; race; marital status; the number of family members; educational background; term of office work; to mobilize the work of the previous experience. As a result, small and medium enterprises, human resources issues long-term survival and sustained development of the power and capacity of the greatest challenges, how to retain talent has become very much concerned about the small and medium enterprises, small and medium enterprises to explore effective measures to retain the talent has a very important reality Significance.However, the small and medium enterprises at home and abroad for a brain drain of the article is more macro-analysis of brain drain and the impact of factors, not specific to small and medium enterprises of the factors that affect the brain drain into and analysis. As a result, this article will be in the past on the basis of academic research, small and medium enterprises in China's brain drain factor in a systematic analysis of its research aimed at helping small and medium enterprises in China to deal with the fierce market competition, the brain drain properly managed in order to ensure that Enterprises can be sustained and steady development. Paper combined with modern management concepts in a wider perspective on the issue of brain drain, brain drain from the main theory, the brain drain of corporate status quo, the impact of brain drain, brain drain of empirical analysis, management of the brain drain The five parts on it, and the combination of small and medium enterprises in Chengdu situation on the ground for the basis of research, theory and analysis of evidence combine, from the managers of the organization's point of view, put forward a number of incentives to retain talent and effective measures with a view to small and medium enterprises in China's talent Retained to provide reference observations.The value of this article is: article from the research into the small, small-pronged study major issues, namely through the typical characteristics of China's western region of Chengdu, for example, analysis of the impact of brain drain small and medium enterprises, so as to further explore Research on small and medium enterprises to retain qualified personnel system response.The article in the perspective of the past scattered, small and medium-sized industries conceptual study of brain drain on the basis of factors, from a qualitative and quantitative point of view of small and medium enterprises of the two brain drain to carry out systematic research and analysis.Based on our research in the field of Chengdu, has been valuable for SMEs on the brain drain factor in the first-hand information on the current academic theorists, the data to a certain extent is a highly practical significance.In this paper, make full use of the statistical and econometric knowledge, combined with the economic theories and models on the basis of the establishment, through the analysis of the survey sampling methods in the field of concrete - only the loss of small and medium enterprises in Chengdu factors into the analysis, to explore Research on small and medium enterprises to retain qualified personnel system response.