Professional And Technical Personnel Of State-owned Construction Enterprises Loss And Prevention

Human resources are the enterprise’s core competitive resources; the development ofenterprises can not be separated from the human factor. Construction enterprises, especiallywith the development of market economy, the pursuit of improvement of material life, thepursuit of high salaries or better living environment, face the development of the universalityof the phenomenon for talents leaving. The growing phenomenon of corporate brain drain isbecoming increasingly popular and this phenomenon, as to the technical backbone of thebrain drain, is particularly prominent in the construction industry.This thesis relies on case study of model A state-owned construction enterprise to studythe brain drain current situation of the state-owned enterprises’ reasons by means ofinterviewing the left staff, conducting the questionnaires through the left technical staff, whichare followed by mathematical statistics---using SPSS software for data statistical analysis asthe basis so as to query the main causes of the technological brain drain. The conclusions areas follows:As to the family reasons and workload, there exists a big difference in male and femaletechnical staff. For the female technical staff, they pay more attention to family and workload,while men are weak in this regard. Technical staff in different ages hold different point ofview toward the pay demands: for employees between the ages of25to45, their pay demandsare relatively high; for aged45or more, they pay more attention to the welfare; for personsunder25, they pay special attention to their own development.Therefore this thesis takes the divergence in pay, benefits, working environment betweenstaff in different positions as the basis to propose recommendations to prevent brain drainfrom three levels of individuals, organizations and society.