Analysis Of Factors Affecting Brain Drain Of Small And Mid-size High-tech Companies

In today's world, the rapid development of high technology, science and technology have become the primary productive force, knowledge economy has become the driving force to promote world economic development. Currently, the increasingly fierce competition for talent, national, regional and small to every corporate implement a series of preferential policies in order to attract and retain qualified personnel, we can see,now, talent has become a scarce resource but also the economic development of the most valuable resources is to promote the fundamental driving force of world economic development. Development of an enterprise can not do without their product innovation and its value, and these are determined by the application of knowledge and innovation. Existence of knowledge is not valuable, it requires talent to master the first go after the use of innovation. Therefore, the enterprise talent has become the first resource in facing with the international and domestic market competition, achieving corporate strategic objectives and sustainable development.High-tech enterprises have its own characteristics and special structure of their staff, so staff turnover problems are more prominent. For the high-tech enterprises, especially the talent brain drain, brain drain will have on its core a fatal blow. Therefore, more and more high-tech enterprise managers are now increasingly the biggest threat to enterprises is the brain drain. The current situation, high staff turnover is the biggest bottleneck in the development of high-tech enterprises, but also affect its one of the key factors of sustainable development.In-depth understanding of the brain drain of domestic high-tech enterprises, and help high-tech enterprise managers develop more effective measures to prevent employee turnover, the authors obtained through the issuance of the questionnaire data and empirical analysis, and finally identify the talents of high-tech enterprises loss of significant factors, and the corresponding preventive measures.Main tasks are:First, I see at home and abroad through the statistical analysis of the data flow characteristics of high-tech employees and hazards. Then, for a number of high-tech enterprises in Hefei High-tech Development Zone, as the research object, the reasons for its issuance Job Satisfaction and Turnover survey, get first-hand data, through the collation and analysis of survey data, and through regression analysis, the impact of Employees leaving the significant factors, which come to the main flow of high-tech employees. Finally, the factors that affect their mobility, and the flow of talent in our country the characteristics of high-tech enterprises, the enterprise managers a set of effective and feasible measures to prevent employee turnover.in this paper, the brain drain of high-tech enterprise status in the analysis, Logit model is identified by staff turnover affect the main factor, combined with high-tech talent to its own characteristics, and the integrated use of human resources management, and the theories of organizational behavior method put forward reasonable proposals of the countermeasures. Domestic and foreign scholars on the factors that affect the brain drain of many, but the high-tech talent as the object of study is not much, and for the issue of brain drain, foreign scholars are mostly qualitative analysis, and this paper, the international general qualitative response regression models-Logit model to study the impact of new and high technology brain drain factor, regression analysis, the quantitative impact of the significant high-tech brain drain factor, for the high-tech SMEs managers have some reference value. This is the objective of Hefei High-tech Development Zone, Hefei High-tech Zone has been established for 20 years, Anhui Province is the largest high-tech industrial base, 54 high-tech development zones in the country to develop an integrated ranked 14th, as a research object The data obtained are representative and convincing.This high-tech SMEs in the issue of staff mobility, both in theory and practical aspects in certain merits.