A Study On The Brain Drain Problems At The Basic Public Organization In Guangdong Province

This paper study on the brain drain problems at the Basic public organization in Guangdong Province. Applied the theory of human resource management, focusing on what factors affect the stability of the talent at the grassroots public organizations.How do grassroots public sector to retain talent, and play its role, and how to create and maintain a dominant position in the department of human resources.From the competitive environment of talent, based on the analysis of the factors on the brain drain. Solutions proposed in order to help the public sector primary similar backgrounds to solve the problem of brain drain.The gap between the level of the Pearl River Delta in Guangdong and other parts of the economy are widening, sum up, the key reason is the uneven distribution of grassroots talent.Because underdeveloped economic base and environmental conditions, after accumulating some experience qualifications, eastern, western and northern Guangdong Pearl River Delta talents tend to flow to a second-tier cities, this phenomenon has seriously affected the sustainable local development.For Guangdong Province, the paper provides a decision-making reference value and has a strategic importance for the further practice of the Party’s mass line and realizing the China Dream and the target of "the three lead, two positioning", resolving the outstanding problems of the people, improving the flow of talent virtuous circle.This paper covers a lot of the research articles about the talent flow, talent drainage at home and abroad,which is based on the method of literature research. It has investigated the present situation of talented person troop and the status of the talent drainage in fifteen cities in Guangdong province, especially for the talents in the party and government organs at the county level and below, public institution and state-owned enterprise in the northwest region.Combined with the status of the talent at the grass-roots level,this paper designs the "Questionnaire on the Reason of Talent Drainage at the Basic public organization " according to the Five Likert Scale, investigating the observation,science and technology, education, culture, health, agriculture, forestry, water conservancy and other units directly under the county(city,area) and the government of villages and towns(street)of fifteen cities.After summarizing the survey data, principal component analysis,and the analysis results show that the salary treatment, environmental conditions, career development, resettlement of families, policy system have much relations.This paper also analyzes the talent drainage situation in three typical areas in Guangdong province, and draw lessons from successful measures to solve the talent drainage.Finally, this paper puts forward six countermeasures, respectively is:first, to explore the new management mode in order to adapt to the needs of the talent resources development;second, to perfect the management policies and regulations for the talents;third,to establish a scientific compensation system; fourth, to create a good employment environment; fifth,to establish and perfect the incentive mechanism of talent development, expand the development space;sixth, to establish scientific performance evaluation system.This paper is in an attempt to put forward countermeasures and measures to solve the talent drainage at the grass-roots level from the government policy level and macroeconomic regulation and control, providing a reference for solving the problem of talent drainage at the Basic public organization for government departments at all levels and relevant organizations.