Case Study On Brain Drain Of ZM Construction Group

Talents are strategic resources to realize national rejuvenation and win the initiative of international competition.As the main owner and carrier of human capital,talent is the core resource to determine the competitiveness of enterprises.In order to achieve the development goal of state-owned enterprises,the key and fundamental lies in talents.For a long time,brain drain has been one of the prominent problems affecting the development and growth of state-owned enterprises.Especially in recent years,the economy of Northeast China has been continuously depressed and the brain drain is serious,which has seriously affected the production and operation of state-owned enterprises and the development of enterprises.This paper takes Fushun ZM Construction Group as the research object,collects the typical cases of brain drain of this group through investigation,analyses these cases according to the relevant theories of human resources management,finds out the causes of brain drain of ZM Construction Group,and combines with the actual situation of this group,puts forward countermeasures and suggestions to effectively reduce and reduce brain drain of the group,so as to improve the management water of enterprise.Ping,improve the performance of employees and enterprises,enhance the core competitiveness of enterprises.This paper is divided into five parts: The first part is the introduction,which elaborates the research background and significance of the paper,the research status at home and abroad,the research content and methods.The second part is the main body of the case.Firstly,this part briefly introduces the background,company profile and employee structure of ZM Construction Group,and then introduces in detail four representative cases of brain drain happening in ZM Construction Group.The third part is acase study.Firstly,it lists the relevant concepts and related theories needed for research.Then it makes a deep analysis of the management of staff turnover in ZM Construction Group,and finds out the specific reasons leading to staff turnover.The fourth part is the countermeasures and suggestions.This part mainly combines the actual situation of ZM Construction Group,and puts forward the countermeasures and suggestions to prevent brain drain,including the implementation of human-based management,the establishment and improvement of career development planning of employees,the establishment of a fair and reasonable salary system,the shaping of a good corporate culture,and the establishment of the prevention mechanism of brain drain.The fifth part is the conclusion.