Research On Loss Of Knowledge Workers In Changsha Pump Factory Of Xiangtan Electric Manufacturing Group

In the knowledge economy era with highly developed social economy, knowledgestaff who masters scientific knowledge and technical ability has become the mostvaluable asset of an enterprise. Competition of enterprise economic managementfocuses on the competition in knowledge talents, the syntheses of knowledge,information, science and technology. Ultimately, management of various elements ineconomic management is the management of high quality staff, i.e., knowledge staff,so the management of knowledge staff is the key to the enterprise's success or failure.Hunan XEMC Changsha Pump Works Co., Ltd. is an enterprise combining traditionalmanufacturing business with modern science and technology, and it suffers seriousbrain drain in the aggravating market competition. The paper intends to find out thetrue cause of brain drain of Changsha Pump Works Co., Ltd. through study andpropose suggestions and measures to retain knowledge staff.The study of this paper utilizes literature study, empirical study and other methodsand refers to the research findings in human resources management and motivation.Firstly, the paper defines the terms of knowledge economy, knowledge staff, braindrain, and so on, then introduces the profile, organization chart and human resources ofthe enterprise, analyses its brain drain situation, investigates the degree of satisfactionof its knowledge staff through interview and questionnaire, analyses the unsatisfieddemands of the talents left and the conditions they value in choosing new job,identifies the six issues that the knowledge staff of the enterprise concerns most arepayment, standardized management, enterprise strategy, training, promotion and careerdevelopment, and enterprise culture, and analyses several individual cases and theexplicit and implicit impacts of brain drain on the enterprise. Based on the study, thepaper presents the countermeasures against brain drain for the enterprise, includingstrengthening enterprise culture building, reforming payment system, increasingwelfare benefits to knowledge staff, improving performance assessment mechanism,intensifying communication and training system, facilitating the development ofknowledge staff, perfecting employment mechanism, and enhancing careermanagement for knowledge staff. It's hoped that this paper can provide a guidance andreference for the decision makers of Hunan XEMC Changsha Pump Works Co., Ltd. in establishing correct knowledge staff motivation ideology and formulating specificrelevant policies.