GD Company Brain Drain Problem And Countermeasure Research

Due to the rapid development of economy, GD company still hasn’t caught up with the situation in the management, brain drain is very frequently, resulting in the loss of the talents training constantly of the status quo. With GD company as the research object, this paper aims at in the perspective of the brain drain, in the way of literature research, interview method, experience method and quantitative method research methods, according to GD company brain drain status quo, try to find out the reasons of brain drain, and put forward the corresponding countermeasures and measures, to reduce the GD company’s brain drain status, tries to provide reference for GD company reduce brain drain.This paper related to the brain drain theory and related literature, elaborates on the theory of the realistic and guiding significance. Image according to the relevant graphic method to describe the relationship between brain drain and the enterprise environment, the brain drain, play to the length of the relationship between creativity and talent, as well as the target theory of consistency and demand hierarchy theory to discuss the theory associated with the brain drain, with theoretical basis as the basis, combining with the current conditions of the brain drain, to provide a theoretical basis for GD company’s human resource management. This thesis starts from the status quo of GD company brain drain, and through the employee interviews, from corporate governance, internal and external environment, and analyze GD company’s brain drain caused by a variety of reasons from three aspects, according to the enterprise environment and enterprise culture, their own talent and the influence of family and GD company’s talent management is not the lack of professional guidance, management of the company and the perfect company institutionalized management needs to be strengthened, etc. This paper analyzes the causes of different induction. From these reasons, according to the related human resources management experience and management theory, management, internal and external environment from the company and individual’s three aspects, combined the actual company to find out the corresponding response as GD company’s brain drain countermeasures, to strengthen the improvement of the company each rules and regulations and enforcement, strengthen the management concept of updating, talent incentive mechanism, training, cultural construction, echelon personnel, labor security and talent reserves, and construction and implementation of early warning, etc. GD company construction and improvement of environment conducive to GD company individual employee’s loyalty and emotional promotion enterprise’s cohesive force, the key to avoid the brain drain brings to the company’s production fluctuations, through the analysis of these measures to protect and relieve the GD company’s brain drain problem, the stability of the heart, for GD to lay a solid foundation for the sustainable development of the company. At the same time, the brain drain countermeasurcs to GD company, this paper puts forward the corresponding safeguard measures. From responsibility for planning, implementation, training, assessment, style labor competition, supervision of benefits and incentives to improve the ways to strengthen the implementation of the brain drain countermeasures, safeguard GD company staffs stability.By this thesis, it can provide GD company with corresponding theoretical basis and practical guide about brain drain. Therefore, it shall reduce the frequency of the current brain drain, then it shall make the staff’s stability, enhance employees’enterprise loyalty. The improvement of enthusiasm, the enhancement of employee ownership responsibility and enterprise cohesion, which is benefit for employees to take personal development goals consistent with company goals, improve employee’s work efficient and the efficiency of company management, sustainable development provides a reliable guarantee for the enterprise.