Analysis And Countermeasuresof The Outflow Of Talent In A Company

The competitiveness of state-owned construction enterprises in the human resources market is waning,facing the embarrassing situation that new talents are difficult to introduce and existing talents cannot stay.At the same time,with the continuous development and upgrading of the economy,private enterprises,private enterprises,and foreign-funded enterprises have formulated various strategies to attract talents,which has also caused a major impact on the introduction of talents in state-owned enterprises.Talent resources determine the competitiveness and influence of state-owned construction enterprises in the market.To achieve long-term and competitive development of state-owned construction enterprises,it is necessary to formulate effective talent strategies.This paper takes the case of brain drain of A Construction Group Co.,Ltd.as the research object,analyzes the factors affecting the brain drain of A Construction Group Co.,Ltd.based on the theory of talent management,and puts forward the effective reduction of brain drain of A building units based on the above factors.Strategy.In the study,a combination of qualitative and quantitative research methods was used.Firstly,the literature research method is used to summarize the basic research theories and achievements related to brain drain.Based on the theory,the in-depth interview outline is formulated,and the causes of brain drain are summarized.Secondly,in the quantitative research,the questionnaire is used.The survey method evaluates job satisfaction through salary satisfaction,the company's internal environment,the company's macro external environment,the company's management system,and personal factors,and finds the main reason for brain drain.the relationship between salary satisfaction,company internal environment,company external macro environment,company management system,personal factors and job satisfaction was analyzed.The results showed: salary satisfaction,company internal environment,company The four factors,such as the external environment and the company management system,are highly correlated with job satisfaction.Based on the above factors of A-building Group's brain drain,this paper proposes an effective strategy to alleviate the brain drain: First,to establish a sound salary incentive mechanism,companies need to take measures from the following four aspects: set the salary not lower than the peers Standards,establish a reasonable salary incentive system,match salary establishment and employee ability matching,and establish a perfect welfare incentive system.Second,improve the internal environmental satisfaction of the enterprise.The internal environment needs the enterprise to rationally lay out the office area and clarify the employee responsibility system.Try to improve the management style of flat management,encourage employees' innovation awareness and build advanced corporate culture.Third,to improve the external macro satisfaction of enterprises requires the joint efforts of enterprises and governments to complete.The government needs to formulate talent attraction policies,and enterprises need to pay attention to employees.Multi-faceted needs to solve the worries of talent introduction;Fourth,in terms of corporate system satisfaction,it is necessary to improve from the promotion system,performance system and personnel training system,through the establishment of multi-channel promotion system,the development of incentive performance system and Carry out Continued training programs and other measures to retain talent.