Research On The Brain Drain In Small And Medium-sized Private Enterprises:Based On Two-factor Theory

In the context of economic globalization and steady advancement of reforming and opening up, the foundation of our country’s market economy have been strengthened, consolidated and improved gradually. As an important part of the market economy system, small and medium-sized private enterprises is growing rapidly and becoming one of the core strength of the economic growth of our country under the correct guidance and strong support from our government. On the background of talent competition having become one of the enterprise core competition, as one of global management problems, the problem of brain drain has always been the focus to which the domestic and foreign scholars pay special attention. The problem of how to crack the "vicious circle" between the brain drain and bad effect brought by development limitations of small and medium-sized private companies is an more important and difficult part to be researched of economic management in China.On the basis of reviewing and summarizing a large amount of relevant literature about brain drain and motivation theories written by scholars of the world and fully absorb the research achievements of predecessors, this paper corresponds from the motivation angle and based on the two-factor theory as the main theoretical basis and by the professional method of questionnaire survey and interview management, sums up the current situation of brain drain of small and medium-sized private enterprises in our country, and from ten dimensions of two aspects of hygiene factors and incentive factors analyzes the main causes of brain drain of small and medium-sized private enterprises. Hygiene factors mainly refers to the fact that compared with state-owned or large enterprises, the prospect of small and medium-sized private enterprises is relatively inferior, the company scale of them is smaller, the enterprise system is not perfect, the compensation level is lower and the work environment and occupation stability is relatively poor and so on. Incentive factors mainly refers to the fact that campared with state-owned or large enterprises, the recognition of leadership and colleagues in small and medium-sized private enterprises is relatively low, they lack challenging work and personal growth and development is limited, the equivalence of rights and responsibilities is relatively low and the development of individual strengths and career interests is limited and so on. And on the basis of this, this paper thinks about the corresponding methods, from fifteen aspects of three levels of national policies and regulations, enterprise own management and staff self-adjustment and puts forward the relevant measures systematically aiming at changing their own limitations of small and medium-sized private enterprises and gradually eliminating the bad effects brought by their own limitations. On the one side, it can enhance the attraction of right talent; on the other side, it can strengthen and cultivate the management of existing talent in small and medium-sized private enterprises and provide reference and advice for solving brain drain problem of small and medium-sized private enterprises comprehensively and systematically.