Research On Causes Of Overseas Talent Turnover In Motor Corporations Based On Structured Satisfaction

ABSTRACT:Human resource is the first strategic resource of enterprises. The brain drain, especially the key talents loss is one of the major problems in the development of enterprises. With the rapid growth of the auto market and the internationalization of China’s car companies, overseas talent resources become popular. The central and local governments have implemented lots of preferential policies to attract overseas human capital, but overseas brain drain is increasingly serious in many enterprises as the slow growth of the car market, increasing competition between enterprises, individual promotion development bottleneck, work pressure and complex relationships between colleagues. Due to the overseas talents are all senior level on management or research development, taking important roles in the enterprise and holding the important information and resources of enterprise. Their resigning will cause great loss to enterprise’s development, operation and management, and key projects promoting. Therefore, clearing the influence factors of overseas talent turnover and better attracting and retaining overseas talents is of great significance to the development of enterprises.This paper, according to the principle of the combination of theoretical research and practical investigation, combining qualitative analysis with quantitative analysis, aims to analyze the influence factors of overseas talent turnover, discover problems, analyze and solve the problem, so as to guide the practice. This paper analyses the brain drain theory based on literature research and puts forward the necessity of research on the overseas talent turnover, then constructing overseas talent turnover model and designing research proposals based on Price-Mueller (2000) and structured satisfaction theory.This study takes Group B and its five subordinate enterprises as an example, using a structured questionnaire for overseas talents satisfaction investigation, and using SPSS17.0to analyses the survey results, then correct the overseas talent turnover model. Through interviews, information collection and data processing, this study analyses the overseas talent management present situation of Group B and the risk of overseas talent turnover, then putting forward countermeasures for risk control and management.Previous talent leaving research generally confined to the empirical study. However, this paper combined empirical research with case analysis, making the research conclusion more practical, and putting forward a new perspective for overseas talent departure problem. The research achievements of this paper mainly include: building the overseas talent turnover model; redesigning overseas talent management system of Group B and putting forward the turnover risk measures; provides a guidance and reference for overseas talent management of the automotive industry.