A Study On The Problem And Countermeasure Of Talent Drain In Company A

Nearly 30 years,with a rapidly development of wealth of natural resources,cheap labor and other essential elements,China has become the world's manufacturing leader.The manufacturing industry in China is a pillar industry,though developing rapidly,but also exposed the shortcomings under the 2009 financial crisis hit,Under the comprehensive constraints of the overall market,things happen to be moving rather sluggish,a substantial increase in labor costs and other factors,many manufacturing enterprises cannot afford the huge operating costs and choose bankruptcy,the transformation of manufacturing enterprises in China is imminent.The restructuring and development of manufacturing enterprises,whether they are strategic transformations or technological transformations,these factors are ultimately an input and support for talent.High-quality,high-capacity,high-tech talent is one of the fundamentally important resources of various types of business competition.Such talent to enterprises will offer more than just short-term benefits,it is an important resource for long-term sustainable business development,especially in the transition process of manufacturing enterprises,the key talent can often affect the success or failure of enterprise transformation,therefore,and loss of manufacturing enterprises talent has brought huge threat and damage to the enterprise."How to reduce brain drain" has become an important issue for manufacturing enterprises to consider and study during such transition.The main idea of this paper is to ask questions,analyze problems and solve problems.Taking 'company A' as the research object,to carry out an in-depth analysis of the phenomenon of talent loss including the first-line skilled workers,production support staff,manager,marketing person,technology development and quality inspector,using Maslow's hierarchy of needs theory and job matching theory to find out the root causes of talent loss problem for different types of talent.Ultimately placing headfirst to improve the compensation and benefits,enhance corporate culture,reasonable performance assessment,moderate authorization and other targeted solutions.