Research On The Reduction Of Talent Lost Of Tianjin MCC20Construction Co.,Ltd

The brain drain is a human resource management problem that any organizationmust face. A large organization such as a country, or a small one such as a microenterprise is an orderly system comprised of personnel, and there is phenomenon ofinflows and outflows. Reasonable turnover is good for the organization, yet if it ismore than certain standard or limit, the turnover will bring a series of negativeinfluence on organization’s management. In this context, study of the brain drainproblem, analysis of its mechanism and impact is very important, not only to theorganization itself, but also to our society.Taking the brain drain problem of Tianjin MCC20as the research object, westudied the strategy of reducing the brain drain using the theory of human resourcemanagement. First, we describe current situation of the brain drain in TianjinMCC20, and based on it, summarize its effect, including the damage of thecompany’s brand, the reduction of the company’s strength, the increasing of theoperating costs, the negative demonstration, and the effect of existing projects.Second, with the method of questionnaire survey, we analyze the reason that why theemployees plan to resign. The questionnaire is comprised of four dimensions,including work and development, work environment and employees’ relationship,benefits and salary, as well as work cognition and satisfaction, and100employees inTianjin MCC20joined it. In the work and development perspective, job mismatch,sense of belonging is not strong, and less of internal cooperation mechanism are themain factors influencing the employee turnover; In the work environment andemployees’ relationship perspective, bad cooperation and communication with the manager and less of team honor are main factors; In the dimension of salary andbenefits, the existing system is relatively backward, and salary mechanism design isinconsiderate are the main factors; And in the work cognition and satisfactionperspective, individuals should also take responsibilities of staff turnover. At the end,according to the results of the questionnaire analysis, we proposed the detailstrategies of how to solve the brain drain problem in Tianjin MCC20, including thesalary distribution and incentive mechanism, the enterprise culture construction,recruitment and training, talent management, and other five specific strategies. Thegoal is that providing strategic thinking and implementation method for the braindrain problem of Tianjin MCC20company.According to the research in this thesis, we analyze the cause of brain drainproblem in Tianjin MCC20, and propose corresponding suggestions, which is helpfulto reduce management and operations stress of the brain drain. The research is notonly to reduce the brain drain in Tianjin MCC20, but also provide reference for othercompanies facing the similar problem.