Study On The Brain Drain Of Chinese Private Enterprises And The Countermeasures

With the rapid economic globalization and the rapid development of China’s economy,private enterprises have become an important part of China’s socialist market economy.The talent competition between enterprises is also more and more intense,the current international community in the final analysis is the competition of science and technology,talent competition.But with the globalization of the situation and China’s deepening of state-owned enterprise reform,private enterprises in China to attract talent,retain talent and other advantages are not obvious.Therefore,the study of the brain drain of private enterprises has aroused the attention of the state and the society.However,due to China’s own system and other reasons,how to create talent for private enterprises advantage is a very severe test.On the basis of a large number of domestic and foreign scholar literature,this paper analyzes the background of brain drain and the meaning of this problem,and analyzes it from the perspectives of management,economics and other disciplines.This article identifies the areas of talent and brain drain.The purpose of this paper is to analyze the causes of the brain drain of private enterprises in China,and put forward countermeasures against the current situation of the brain drain of Chinese private enterprises.The author puts forward some countermeasures for this article from the perspective of related disciplines,such as incentive theory,fairness theory,expectation theory and so on,which are based on the domestic and international research results.Brain drain is not a unilateral problem of employees,nor is the problem between enterprises and employees,it and the government,the international economic situation and so have great contact.The author hopes that the research of this paper can help us to solve the problem of brain drain of private enterprises,and can promote the establishment of normal talent flow pattern of private enterprises in China.