Corporate Brain Drain Causes And Countermeasures

On the of humanity-orientation, the fundamental management principle and taking human resources management in Chinese enterprises as its research object, this paper conducts a thorough investigation and research into the present situation of the outflow of talents. Then the paper analyzes individual, organizational and social factors that influence on the outflow of talents inside enterprises, Meanwhile , the paper continues to analyze involuntary outflow such as the discharge of staff members, the voluntary outflow such as the resignation of staff members, What is more, the paper also explores into common types of the outflow of talents, namely, finding no way in reconciling oneself to the new boss, too much working pressure, readiness to set up one's own business and poor interpersonal relations, which can be further categorized into six concrete types, namely, looking for harmonious environment, feeling disgust at a kind of culture, subjective blindness, objective influence, seeking for good salary and sending out a trial balloon. Furthermore, the paper also analyzes the negative impact of brain drain on enterprises in the eight aspects: the recruitment cost of new staff members to replace vacancy, the training cost of new staff members, the invisible cost caused by the decrease of work achievements within a certain period, interference with work achievements, damage of enterprise image, the outflow of technology or leakage of business secrets, the decrease of returns of training investment as well as undermining employees' morale. On the basis of above analyses the author of this paper points out that enterprises should make great efforts to keep the outflow of talents, especially those who act as senior managerial members, top-notch professionals and skilled staff members so as to prevent the outflow of wealth and the undertaking abortion. Drawing on the experience of human resources management in successful Chinese and foreign enterprises, this paper studies the wholly new ideology and concrete tactics of keeping talents, which are carried out by successful enterprises. TO be more exact, the ideology of successful enterprises is to manage talented personnel as "moving water" instead of "reservoir" and set up the salary standards according to the value of talents while the tactic of the successful enterprise is to establish the system of technical ranks. In order to keep the important talents form leaving, enterprises must employ correct approach and adopt tactful techniques. For instance, enterprises should conduct correct management, afford talents proper treatments and undertakings while also showing strong attachment to them.