Talent Retention Problem And Solutions For Sichuan Wan Jing Real Estate Firm

With the rapid development of China's economy and society,the development of enterprises has entered a new stage.Since 2012,China has put forward the overall economic strategy of "restructuring and accelerate reform",and adjusted some industries with high pollution,low production capacity and low efficiency.On this basis,China GDP growth has been remaining at around 7% in recent years.Although the growth rate slows down,the economic structure is further improved.A number of high-tech industries and enterprises come up and rapidly developed,which effectively drove the economic structural transformation and also meant that the survival and development of China domestic enterprises entered into a new era of transformation.Under the circumstances,With the tide of knowledge economy and information technology,the demand for highly educated,high-quality and highly skilled talents is becoming more and more urgent,and the competition for talents in the human resources market is also in full swing.On the one hand,the adjustment of national industrial structure moves forward the renewal and improvement of enterprises and the upgrade of talents.On the other hand,it is because talent is a key factor in the development of an enterprise,whether at the macro or micro level.With talent,we can have the inexhaustible motive force of innovation and creation.However,under the modern enterprise system,the flow of talents is becoming more and more frequent.The brain drain has become a common problem faced by many enterprises.How to effectively reduce the brain drain,better care for and retain the talents,and provide a sustained and stable power for the development of enterprises,is almost a problem faced by modern enterprises.This paper introduces the research background,research significance,research methods and ideas and the main contents of the study firstly,then outlines the relevant theories of brain drain,including the meaning of brain drain,the characteristics of brain drain in modern enterprises,the general causes of brain drain,as well as environmental theory,Marge and Simon models and employee incentives.This paper discusses the basic situation of brain drain in real estate enterprises from the characteristics and current situation of brain drain in real estate enterprises.On this basis,through the survey of employee satisfaction and turnover intention,it analyses the human resources of Sichuan Wanjing Real Estate Company from the aspects of age structure,cultural structure and management system.The current situation and characteristics of source management are discussed,and the main reasons for the brain drain of Wanjing Real Estate Company are discussed.One is the lack of overall talent outlook;the other is the lack of human resources planning;the third is the lack of communication,the lack of talent care;the fourth is the lack of integrity of managers;the fifth is the unreasonable salary system;and the sixth is the incomplete training mechanism.The seven is the lack of humanized management concept;the eight is social and personal factors.The countermeasures to deal with the brain drain of Wanjing Real Estate Company are put forward in this paper.Firstly,lack of a "people-oriented" scientific talent concept;secondly,we should formulate a scientific and rational human resources planning;thirdly,we should pay attention to the life outside the work of employees and strengthen communication;fourthly,leadership team lack the concept of integrity;fifthly,unreasonable Compensation and benefit program;Sixth,defective training system;Seventh,short of a humanized management concept;Eighth,Social factors and personal factors.In addition,pointed out the solutions for Sichuan Wanjing real estate company's problem of brain drain.Firstly,establishing a "people-oriented" concept of scientific talent;Secondly,formulating scientific and reasonable human resources planning;Thirdly,pay attention to employees' life and strengthen employee communication;Fourthly,the leadership team establish concept of integrity;Fifthly,improving the compensation and benefit program;Sixthly,improving the employee training system;Seventhly,setting up the humanized concept;Eighthly,building up crisis management mechanism.The innovation of this paper is that by using the combination of theoretical and empirical research and analysis method,and in-depth case studies on Sichuan Wanjing real estate company,analyzes the main causes of brain drain for Sichuan Wanjing real estate company.Meanwhile by combining the theory of scientific talent and human resources planning,clarify some concrete ideas of compensation incentive for their executive team.Finally analysis out the solution of human resources strategy of talent flow,which is position-relevant and novel.It is instructive for Sichuan Wanjing real estate company and similar companies or enterprise.It is also the highlight point of this paperOf course,due to the limitations of my theoretical research level and cognitive level,the final analysis results and solutions may not be very perfect.So teachers and human resources experts' advice and guidance are also needed.Hereby to promote more pertinence and operability in future research.