Analysis Of Brain Drain Problem Of JC Family Businesses With Small And Medium-sized

Since reform and opening policy, China has followed the trend of global economic integration and hasdeveloped and improved socialist market economy. As a result, China’s economy has had a greatdevelopment in recent years. China’s family businesses, as an old and new enterprise organization form,take in new ideology and develop and expand constantly, which contribute to economic development ofChina. The development of talent is a key point of development of family businesses. However, manyfamily businesses in China, especially family businesses with small and medium-sized, are facing theproblem of huge brain drain currently. The internal relationship of family businesses is comparativelycomplex. The problems in personal resource management, such as difficult to recruit talents, distributetalents and retain talents, have limiting the development of family businesses in China. As a result, the keypoint of China’s family businesses currently is how to solve brain drain problem, how to attract talents tojoin the enterprises, and how to put only talented and capable people to the important positions, andestablish a stable team, strengthen coherence of the enterprise and integrate the development project ofpersonal resource into the long development strategy.The paper cuts a point with analyzing brain drain problem of China’s family businesses with small andmedium-sized. The paper discerns the reasons of brain drain problem of JC family business by taking braindrain form at home and abroad and relevant talents flow theory as theoretical foundation and taking JCfamily business in Henan province for example and analyzing active resignation of core talents in JCfamily business, which courses the brain drain problem through the angle of view of enterprisemanagement. Then the paper contrast and discern the key reason of the brain drain problem of China’sfamily businesses of small and medium-sized and propose measures to solve the problem from theviewpoint of personal resource management. The paper hopes it can help JC family business to slow downthe rate of brain drain, and provide a reference to other congener family businesses.