GP Shenzhen LTD Core Staff Reserve System Construction Study

Since reform and opening, China's electronic information industry has achieved sustained and rapid development, has become the basis for the national economy, strategic and pilot of the first pillar industry. Shenzhen is China's electronic information industry base, electronic information industry as the main high-tech industry has become the largest pillar industry in Shenzhen. As Shenzhen has long been dominated by foreign brands OEM, original innovation foundation is weak, the core technology, the standard lacks. OEM industrial model resulted in the information industry in Shenzhen creative staff lack. For enterprises in Shenzhen, in order to optimize and upgrade the industry to gain advantage, whether it has a core of innovative technology and management staff will be key factors determine success or failure.Core staff always acts as a core technology and management positions in the company, undertakes the important duty, has great influence, and uniqueness and non-substitutability, once they turnover, will cause an immeasurable loss to the enterprise. At the same time, for the core staff capability is strong, whether for the enterprise he service for or for other enterprise, core staff is a scarce resource.GP Shenzhen LTD is engaged in the electronic product research and development. In the past two years, GP Shenzhen LTD encountered the problem of high core staff turnover, this problem caused serious negative effect to the company, including direct costs, loss the core competitiveness, or even if the core employee suddenly change, will cause the suspension of important project, the customer loss and some commercial secrets leaked.The author made a analysis for the reason of core staff turnover of the past two years, and summed up the internal and external influence factors of core staffs loss. And then raised the suggestions of GP Shenzhen LTD core staff reserves system construction:1. Model through the establishment of competency-based recruitment system, starting from recruitment, quality assurance personnel, including the core values and corporate values fit with the same time, consistent with the core business of the people's knowledge and skills requirements;2. By building attractive remuneration system to ensure that the external core staff salaries competitive, to achieve fair distribution internally, to meet the requirements of the core staff salaries; 3. Core staff through career management, the core staff to meet the different stages of career development and self realization of the need to retain key employees;4. By strengthening the communication with the core staff, the core staff of enterprises to increase trust and confidence, resulting in a sense of belonging;5. By shaping a healthy corporate culture, to meet the employees'spiritual needs, so that employees are willing to service for company for a long term.Although the content of this research comes from a particular industry-specific companies, but the core talent to retain the relevant ideas of other companies have a reference for meaning.