F Group In Ningxia Coal Chemical Company Brain Drain Factor Analysis And Strategy Research

Since the reform and opening up, China’s economic growth rate has attracted worldwide attention, but high energy consumption, low value-added, excess capacity, environmental pollution so the government had to face the pressure of industrial upgrading and transformation. Chinese President Hu Jintao when he was asked "to support sustainable development of energy for sustainable economic development" national strategic approach in 2006, followed in a series of policy guidance, a veteran coal, chemical, oil and other energy industries have to optimize the industrial organization extend the industrial chain, the rapid development of new energy and chemical industry, domestic coal oil, coal chemical projects have sprung up around the germination.Coal chemical industry belongs to knowledge-intensive, high-level personnel educated, younger workforce, companies should the lack of a sound staff career development system, can not provide a complete growth path for all types of people, so the brain drain is inevitable. To some degree, wastage rate is corporate human resources system is suitable benchmark for enterprise development, analysis of causes of brain drain, brain drain, brain drain characteristics help enterprises find themselves inadequate, leaving it too late to propose targeted by and talent retention policy was to prevent the same type of talent the continued loss of loss to the enterprise for sustainable development of enterprises to provide strong human resources and support.This treatise describes the basis of domestic and foreign talent drain on theoretical research, comprehensive use of organizational behavior, psychology, motivation theory and human resource management and other related disciplines theoretical knowledge, literature research, statistical analysis, in-depth interview research method, combining theory and practice law, typical events and other methods, the reasons for the Group F Ningxia Coal Chemical Company (hereinafter referred to as’ "F Company") brain drain depth exploratory research. First of all people, the concept of brain drain were defined, and from the human resources management module describes the status of the six F HR management and problems, thus paving the way for the brain drain. Author of nearly a decade of HR practitioners experienced a large quantity of F Company Turnover hand information, combined with Price-Mueller brain drain model to analyze the impact of the brain drain of macroeconomic factors, internal factors and individual factors in each of the variables, identify the impact brain drain controllable factors (corporate and personal factors), then targeted improvements made to broaden career path, invigorate internal distribution, improve the selection and appointment mechanism, strengthen corporate culture and strengthening of labor contracts and other binding human resources so as to solve the problem of brain drain.In the knowledge economy of today, the competition is the essence of competition for talent, high-quality compound talents has gradually become the core strategic resources for enterprise development, the company has only attract and retain talent in order to remain invincible in the fierce competition in the market. Based on the F company so typical of the new energy enterprises brain drain research, the human resource development and retention policies set targeted, Price-Mueller correction model and human resources policy paper constructed improvement ideas has more reference for solving the same type of state-owned enterprises and new energy companies" recommend、leaving、Train and use" puzzled,it is also to curb unreasonable talent drain has some theoretical significance and practical value.