YZ Development Zone Management Committee Brain Drain Reasons And Countermeasures

Until the end of 2012, there are 171 national level economic & technological development zones in China. Amongst them there are 84 in eastern China,49 in central China, and 38 in western China. As the experimental field of reform, having the government nature in its institutional establishment, development zones has more flexibility in its system and mechanism, administrated with an enterprise style, and operated in a self-funded way. Therefore, development zones are understood as occupying government background and enterprise characteristics at the same time; the setup of development zones is regarded as bold attempt to bring corporatization into government administration.This paper studies the YZ development zone which is a featured by aviation industrial development zone and was established in 2004. The original intention of establishment of the Development Zone, which based on the advantages of Research Institute of AVIC and large aviation manufacturing enterprises, is to attract investment and construction from home and abroad, and to build a professional aviation city. Because of the character of aviation industry is huge amount of investment and slow recovery, and YZ development zone is remote from the urban area. YZ development zone grows slowly. Many development zones were established in the past decade in city. They are competitive in terms of similar industrial field and human resources. In addition, the management of internal administrative and human resource haven't been paid much attention. The increasing talent outflow problem hinders the development of YZ development zone.The rates of talent outflow of the Administrative Committee of YZ Development Zone from 2012 to 2014 are 11%,13% and 12% respectively. Such a high rate of outflow can be quite harmful for a young unit like YZ Development Zone. At one hand, outflow of middle management level casts huge impact to the morale and confidence of the staff, and may cause loss of massive interpersonal resources and experienced staff, whilst posts potential threat of leakage of the working confidentiality. On the other hand, outflow of general staff causes low efficiency of the newly enrolled employees of the very positions, increase of the operation cost, or loss of business opportunities. This thesis, through questionnaire and telephone interview investigation, finds the following reasons of the phenomenon: failure to achieve self-value, few chances of professional training and training plans, lack of recognition to the design of the mechanism from the top level, dissatisfaction towards the examination system of the administrative committee, disadvantage of geographic location, etc. By analyzing the phenomena of talent loss in YZ Development Zone in the recent 3 years, through the methods of document analysis, empirical method and questionnaire survey, and adopting Price-Mueller analysis in management theory, Maslow's Hierarchy of Need, Herzberg's Two Factor Theory, this thesis provides suggestion and measures from the aspects of making of strategy, construction of performance evaluation system, completion of employee promotion mechanism, construction of corporate culture, staff training etc., in order to assist the improvement of the internal management of YZ Administrative Committee. At the same time, such measure may also provide reference to development zones facing similar problems.