| In the era of knowledge economy and economic globalization, enterprise competition is focused on the talent competition. Brain drain, especially the core talents loss will rapidly weaken the enterprise competitiveness, innovation ability, and the management ability, the technical ability.With the increase investment of domestic infrastructure construction, the demands for domestic civil construction project management and all kinds of professional and technical personnel are further growth. Competition in senior management and professional technology personnel is increasingly fierce in the building construction enterprise, causing that the brain drain is more and more becoming one of the most important questions restricting our enterprise survival and development. As a top 100 enterprises in China's construction industry, the Sinohydro Bureau 8 also face a problem of talent shortage in the development. Deal with the brain drain,reduce the loss of core talents and solve the talent resources shortage in enterprise has become an Urgent problem in the human resources management of the Sinohydro Bureau 8.The brain drain was been through a thorough theoretical study in abroad,they also use all sorts of model to analyse the phenomenon of brain drain. In the domestic,there are different degree of study of the the characteristic, the reason, different species of brain drain. Neither the foreign research nor the domestic study go deeply into the practise of construction enterprise to design a control scheme aiming at the brain drain. In order to make up for the defect,we can get strategies and control measures of brain drain conforming to the enterprise practical by further investigation and large data demonstrate.There are some characteristics of the brain drain in the Sinohydro Bureau 8:the number of exiting persons is huge,higher academic degree,obvious professional features,short work seniority,small age,low salary,the regional distribution of left college students is obvious. These brain drain has brought about a shortage of human resource,the loss of business and technology secret and weakens the market competitiveness,seriously affects the morale of the Sinohydro Bureau 8.In response to the brain drain,by analysing the degree of satisfaction of both working staff and ex-serving officer,there is a discovery that there exists three main reasons leading to the brain drain in the Sinohydro Bureau 8:the enterprise internal objective conditions and management factors,subjective thought factors of the staff,Enterprise external environment factors and competition. The enterprise internal objective conditions and management factors include poor working environment,low salary welfare treatment,their promotion and development channel is not perfect,missing enterprise culture construction and the old ideas of enterprise management personnel. Subjective thought factors of the staff mainly includes the 90s who are hard to manage,the 60s,70s with higher pursuit and the top management who wants an uniform operation principle.Brain drain itself is inevitable, the"forward flow"has it's positive meaning,"blocking talent"is not a sound strategy for the enterprise. According to the causes and characteristics of brain drain of the Sinohydro Bureau 8,construct a talent loss prevention and control system and preappraisal it. The Sinohydro Bureau 8 can do such things to improve brain drain:set up advanced management concept,develop and implement human resources plan that keep pace of development strategy,adjust the management process and industrial structure,strengthens the culture construction with which the staff identify more,establish dynamic talent management system,broaden their promotion channel,strengthen the training,improve salary welfare incentive mechanism,strengthen humane care , etc. Thus,can the enterprise Keep advantage in the talents in the fierce market competition and guide other hydropower construction enterprise to deal with the brain drain. |
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