Comparison Of Employee Mobility In Russian And Chinese Science And Technology Enterprises

In today’s world has long proved an important role in human resource management. Where employee mobility is one of the biggest problems and is the obstacle the development of enterprises. Whether it is Chinese companies or Russian companies, to ensure the mobility of employees does not exceed the normal range, to maintain the stability of human resources, have important practical significance. To retain key employees, reduce mobility rate of human resources, the need to adopt a more flexible and comprehensive enterprise initiatives.Scientific and technological development of Russia and China are important aspects of strategic national development. Therefore, stable development of science and technology enterprises have a big value.Science and technology enterprises in human resources have characteristics different from other types of businesses, causing the science and technology enterprise turnover management also needs to be different. This article focuses on comparing the Russian and Chinese science and technology enterprises employee mobility. This paper first introduces the basic features of the theory and science and technology enterprise employee mobility, which is the basis of this paper research, followed by employees of Russian science and technology enterprise employee turnover analyzes, this paper introduces the core of Chinese science and technology enterprises status of employee turnover, followed by science and technology for staff mobility and Russia were compared, respectively, from the flow characteristics of high-tech employees, employee turnover causes of science and technology enterprises, and science and technology enterprises flow method core staff carried out a detailed comparison.By comparison, we think that (1) Russian science and technology enterprise employees stability more than in China. If talk about employee mobility, Chinese and Russian enterprises in many places have a higher consistency.(2) China has a higher staff mobility and instability, a large part of the reason for the treatment of employees from China are not satisfied with the lack of sense of belonging to the enterprise. Chinese enterprises need more improve the treatment of enterprises, and with sentiments. Accordingly, the Chinese employees and corporate loyalty "engagement" is not high enough, which is relatively low output of Chinese enterprises reasons.(3) Russia’s corporate staff,"loyalty" and "engagement" is relatively high, but in view of the current developments in Russia, together with Russia, recently joined the WTO, there will be more and more international enterprises in Russia to develop human resources in Russia will manage to bring some ideas and influence of Russia in the coming years and therefore the mobility of employees remains to be further investigated.(3) Aspects of theses is about building corporate culture and it’s culture atmosphere, the establishment of appropriate human resource management system, improve performance and evaluation mechanisms of human resources, focus on employee career planning, and emotional incentives and other methods proposed suggestions.