Research On The Causes And Countermeasures Of Brain Drain In GN Mobile Branch

With the rapid acceleration of technological evolution and industrial transformation,the deep integration of the real economy and the digital economy has not only brought a wider development space for the communications industry,but also called for a larger mission.At present,the business form of the communications industry is undergoing subversive changes,the pressure of cross-border penetration has become more prominent,market competition is becoming more and more intense,and the industry environment is becoming more and more complex,which has led to increasing demand for talent in the communications industry.At the same time,the increasingly fierce market competition has prompted the communications industry to begin to attach importance to talent management and the problem of brain drain.As a large communication service company in a certain province in the central region,GN Mobile Branch has formed a certain scale through continuous exploration and practice.However,in its management,the problem of brain drain has gradually leaked out.The company's normal development has been seriously affected and hindered.The development of an enterprise requires talents.Only by reasonably retaining talents can an enterprise have a better future.It can be said that talents are an important force and a key element of enterprise development.However,in recent years,for the GN mobile branch company,the problem of brain drain has not been effectively controlled.Excessive staff loss has brought many uncontrollable factors to the company's management development.Therefore,this article takes the GN mobile branch company as the research object,and through in-depth interviews with corporate managers,incumbents,and separated personnel,systematically analyzes the current situation of the brain drain of the company,finds out its deep causes,and combines the actual situation of the GN company.Put forward effective countermeasures and suggestions to help them better solve the problem of excessive brain drain and reduce the risk of brain drain.This article first reviewed,analyzed,combed and summarized relevant documents such as human resource management and brain drain through the literature research method.Based on this,the research ideas and main content of this paper were formed.Then use the field survey method,that is,to use the interview method to communicate with the interviewees face-to-face about the company's talentmanagement problems,explore the factors that cause the company's talent loss,and listen to the interviewees' suggestions.The entire interview outline is divided into five parts,Including: description of interviews,collection of basic information,perception of corporate satisfaction,discussion of the reasons for brain drain,and suggestions,covering various factors such as salary and salary,career development,working atmosphere,and incentive conditions involved in brain drain.At the same time,through an in-depth analysis of the collected interview data and interview content,it summed up the company's four problems in salary performance,promotion of ranks,talent management and corporate culture.Finally,the corresponding suggestions are given from the four aspects of improving the salary performance incentive system,opening up the promotion channels for employees,improving the management mechanism of the talent team,and shaping and strengthening the construction of corporate culture to help companies solve the problem of brain drain and ensure The healthy development of the enterprise.