On The Brain Drain Of Enterprise T And The Countermeasures

Throughout the course of development of the human society talented people is the criterion driving force behind the progress of human civilization, prosperity and well-being of humankind and national prosperity.Without talent people, an enterprise will be struggling with long term success of business. Human resource becomes more and more important to enterprises' survival and development. The 21 st century is the era of knowledge-based economy, talent and skilled manpower is its primary resource; also the strategic resource of enterprises' survival and development. To compete successfully in the increasingly fierce competition, enterprises must be capable of attracting, keeping, developing and managing people to optimize their fit and skills in these roles.The social division of labor and the development of commodity economy inevitably cause the talent mobility. The rational flow of talented people promotes the development of the Enterprise. Lack of talent will cause the huge brain drain which will draw enterprise high attentions. Peter Drucker, the father of modern management, once describes the human resource as the only resource of an enterprise. Talent people are the carriers of knowledge which are an important enterprise resource. Brain drain represents the most valuable resource drain. If an enterprise is not able to keep talent people, all the efforts come to nothing.With the deepening of reform and opening-up, private enterprises have rapid development which has become an important force of national economy. However recent years, many private enterprises suffered of huge brain drain which has become the critically restrict factor of enterprise development. This issue will inevitably hinder the survival and development of private enterprises.This essay discusses the statistical brain drain data and employee satisfaction of enterprise'T'. With an analysis of talent people flow phenomenon and description of brain drain crisis management, this essay provides several methods to avoid the huge brain drain phenomenon of enterprises.This essay analyzes the human resource situation of enterprise 'T' and discusses the reason of brain drain through an investigation on the theory of employee mobility, the models of staff turnover and the crisis management theory of brain drain. With the study on the major problems in human resource management and the factors that cause brain drain, this essay suggests that enterprises must implement correct recruitment policies, establish an early warning system of brain drain, restrain talent people under systems and laws, and optimize internal management. This easy aims to help enterprises develop a complete understanding of brain drain and provide thoughtful and beneficial suggestions.