Research On The Loss Of Knowledge Workers In Company A

In the past three decades,China's economic structure has always been labor-intensive driven by foreign trade exports.This is also a very important reason why human resources management has not been in a high position in corporate management.After 2008,the economic structure began to transform,the demand for professional talents increased,and the emphasis on human resources began to increase.Technology became the decisive factor for the success or failure of enterprises,and talents became the main bargaining chip,but nowadays Most of the employees are the new generation employees after the 1980s.They are the backbone of the talent market.The background of the new generation of employees determines that they have many different places with the old employees.However,the human resources management of private enterprises in China is quite weak.Lack of strategic planning,lack of scientific human resources recruitment,difficulties in talent introduction,personnel training in the form,and inadequate compensation incentives have become a short-term barrier to the development of private enterprises,resulting in the loss of employees.Nowadays,with the opening of the knowledge culture and the opening of ideas,people's concept of employment choice has also changed.Job hopping has become extremely common,and the indirect impact of the loss of talent on the company,such as recruitment and training costs,efficiency losses before and after the loss,the negative impact of other employees' emotions,corporate brand image damage,technology and market information loss.This has also become a pain point for many technology-focused companies.During the management period,many companies only pay attention to the economic contract,and they are also called the labor contract.The institutional relationship is used to stipulate the relationship between the employer and the employee.It is true that the signing of an economic contract helps both parties to clarify labor responsibilities,obligations,and remuneration,and to avoid labor disputes to the greatest extent.The economic contract is also an important document for solving labor disputes in China.However,labor contracts are not once and for all in the employment relationship.The new generation of employees are independent,free,and pursuing a sense of value.The requirements for enterprises are not limited to the remuneration package.It is likely that they will be passively completed or even because the enterprises have not met their needs.There is a willingness to leave,so although the psychological contract is intangible,it actually plays an important role in the employment relationship.Therefore,this paper analyzes the characteristics of knowledge workers and the loss of knowledge workers and the impact on enterprises by psychological contract,psychological contract violation theory and knowledge-based employee turnover theory,hoping to pass psychological contract and enterprise knowledge.Empirical research on the correlation between employee turnover is carried out,and corresponding management strategies are proposed on the basis of psychological contract related theory on the control of knowledge-based employee turnover.Summarize how R&D companies retain talents,stabilize talents,and make suggestions for improvement.