Research On ROV Pilot Drain In H Company

H company is a leader in the underwater engineering industry in China,mainly engaged in the installation,testing and safety evaluation of underwater facilities,among which ROV operation department is the main force responsible for all underwater tasks.Therefore,it is necessary to maintain a high level ROV pilot team to complete the tasks and put human resource management in the first place.Due to the special,dangerous and harsh working environment of offshore missions,and the failure of the corresponding organizational culture to stimulate the sense of honor,identity and personal pursuit of employees,many ROV pilots choose to leave the post.ROV pilot operations at sea for equipment of electric,hydraulic,communications and flight experience have very high demand,therefore,to cultivate a qualified the ROV pilot needs a long period,and continued loss of various tasks to deploy is very bad.This article through to the brain drain theory study,with the method of questionnaire investigation and the ROV pilot loss of H company,in-depth understanding of the current situation of summary,combining with the characteristics of maritime work,with the concept of modem enterprise talent management,put forward Suggestions for improvement,It is hoped that the loss of ROV navigator in H company will be improved?Chapter 1 mainly describes the research background,purpose,significance and content of this paper.The second chapter introduces the related concepts and theoretical review.The third chapter mainly introduces the constitution,organizational framework and employees of H company.Describe the loss of ROV navigator,characteristics and impact on all aspects of H company.The fourth chapter maiuly USES the questionnaire survey method to deeply understand the reasons for the loss of ROV navigator of H company.The fifth chapter is through early after the reasons of the loss of the ROV pilot summary of H company,with the aid of the research of theory knowledge,put forward in view of the opinions,hope H company through the establishment of a sound system of the candidates,build competitive salary welfare system,to achieve the career advancement opportunities,emotion recognition to reduce and control the loss of the ROV pilot H company.Chapter six is the conclusion of this paper.Aiming at the problem of H company's brain drain,this paper summarizes the targeted improvement measures given in this paper,attaches importance to talent and talent construction,and provides talent guarantee for H company's future development and growth.In recent years,the Marine engineering market environment has a great impact on H company,but H company fails to timely adjust the internal management of the enterprise,resulting in more and more deficiencies in the management of H company,which is extremely difficult to change in a short time.To improve the ROV pilot's departure H company,the most important thing is to begin from H company the ROV operations department launches the analysis,further improve the management of the enterprise itself,especially in human resource management standardized,scientific rationalization,the only way to prevent and curb the ROV pilot constant departure from the source.