Research On Influencing Factors And Counterme Asures Of Talent Flow In Zhenjiang City

With the development of science and technology, many traditional industries are gradually moving towards services, telecommunications and information technology, the talent demand growth rate is far higher than the rate of economic growth and the growth rate of human resources. The country puts forward to want to strengthen the development of independent innovation system, the Yangtze River Delta region will be from imitation to innovation in the past has gradually developed into the technological innovation, which means more need for talent. The current situation that Low level of talent supply cannot meet the demands of industrial development and high skill talent is especially lacking has seriously restricted the economic development of Zhenjiang. So, it is great significance that to study talent environment, influence factors and strategies of talent flow.This paper is supported by the human capital theory, psychological contract theory, based on the talent flow conditions, results and existing problems of analysis in Zhenjiang City, collecting talent flow influence factors related data by field survey in six companies in High-tech Zone of Zhenjiang City,using logistic model and factor analysis to evaluate talent environment satisfaction, conducting a systematic analysis of factors affecting the talent environment satisfaction and willingness flow of talent, puts forward some countermeasures and suggestions to perfect talent environment and talent flow for government and business in Zhenjiang City.The results show that:(1) Although the talent policy,talent introduction funds, talent flow quality, talent flow mode, mobility program have some achievements, but there are still various problems in aspects as talent policy implementation, talent introduction and personnel training in Zhenjiang City. (2) Average score of talent environment satisfaction in Zhenjiang City is 2.82 points, as a whole are not satisfied. Since a significant impact on the human environment satisfaction models have physical condition, work stress, marital status, interpersonal four variables, the health and interpersonal relationships are positively correlated with satisfaction. Physical condition has a great impact on talent environment satisfaction, work stress and satisfaction has a negative correlation relationship, marital status also influence talent environment satisfaction in someway. Married person have higher satisfaction on talent environment. (3) Eight factors that affect the flow of talent willingness this article assumes that all had significant impact on the flow of talent willings. Various factors have no significant difference in the degree of willingness to influence the flow of talent in addition to relationships outside. Unmarried men has strongest willingness in classification factors such as marital status and gender. In education, health, work pressure and other positive factors, the higher education, the better health, the greater the pressure of the staff, the stronger liquidity will appear. Age, relationships and talent satisfaction is negative environmental factors of willingness flow of talent, older employees more reluctant to flow, the worse interpersonal relationship the stronger the liquidity of employees, the more dissatisfied with the current talent environment, the greater willingness to flow.Finally, according to the mobility of zhenjiang city current situation and existing problems, through the questionnaire survey of enterprise talent,from four aspects as attaches great importance to the talent, attract talent, leads talent and retain talent, put forward suggestions of talent flow in zhenjiang city. Mainly sound policies and regulations system and optimize the allocation of talent structure to attaches great importance to the talent; by improving the social security system, speed up the construction of information platform and integration of enterprise-scale resources increases the strength to attract talent; training system by increasing investment, innovation and school-enterprise cooperation mechanisms and rich talent pool resources to introduct talent; by increasing efforts to implement policies to improve the mechanisms rich business incentives and create an atmosphere to enhance the work environment to retain talent.