Shanghai Urban Construction Research Questions Loss Management Utilities Talent

Into the twenty-first Century, is promoting China’s reform and opening up the process of global integration, the era of knowledge economy, competition is intense. In today’s increasingly competitive world, talent is regarded as the first strategic resource of a country or an enterprise. Practice has proved that, the knowledge economy is human economy, science and technology to promote the rapid development of social civilization, technology determines the competitiveness of a country or an enterprise; however, technology innovation and progress is done by people, and technology competition in the final analysis is the competition of talents, the talent competition has become the key of the competition between enterprises. Therefore, twenty-first Century is the century of HRM reengineering, who can master the more talents, who can talent showing itself, who has the future; who retain the talented person, who will be able to remain invincible in the competition.In this paper, the research background, the research significance from two aspects of theory and practice, determine the research ideas, research methods and research content; definition of related concepts, on this basis to collect and review the theory of talent loss; loss of talents in Shanghai city construction and management of public utilities enterprises for example, the reason of questionnaire design staff wastage, and questionnaire data statistics, investigation and analysis of causes of erosion in Shanghai city construction and management of public utilities enterprises talent lies, namely Shanghai city construction and management of public utilities enterprises brain drain reason lies in insufficient or defective talent management leadership, the occupation career planning guidance system, the salary system of the enterprise, the humanities concern of the business enterprise, the enterprise level direct communication and enterprise on the talent turnover management, and ultimately in control and after control of the three aspects of measures to prevent the brain drain of enterprise countermeasures and suggestions of control, namely the establishment of talent management, leadership, planning management; establish the occupation career development guidance system psychological contract, keep long-term; perfect salary System efficiency, improve external competitiveness and internal fairness salary; create a humanistic atmosphere, opened on the communication channels; establish turnover analysis continuously, improve the management of employee turnover.