Reasons For The Departure Of Technical Employees Of Shengda Construction Company Analysis And Countermeasure Research

The construction industry is one of the important pillar industries of the national economy.With the vigorous promotion of China’s urbanization construction,the construction industry has made considerable progress and the competition has become increasingly fierce.Construction companies must gain a foothold in the industry,and high-quality industry talents are the key.In recent years,due to industrial upgrading,increased labor costs and air pollution prevention and control,construction companies have to use more new technologies and materials to improve production efficiency.The role of technical employees in construction enterprises has become increasingly prominent.Compared with large-scale construction enterprises,the brain drain of small and medium-sized construction enterprises is very serious,and the impact on the growth and development of enterprises is also greater.Henan Shengda Construction Engineering Co.,Ltd.,as an old private construction enterprise in Henan Province,faces the dilemma of brain drain,especially the loss of skilled employees,like other small and medium-sized companies in the industry.How to retain technical personnel has become an important factor in the stable development of the company.Through the investigation and analysis of the loss of technical personnel of Shengda Company,this paper seeks feasible measures to solve this problem,allowing enterprises to retain excellent employees and preserve their core competitiveness.At the same time,it also provides a model for human resource management for small and medium-sized construction companies similar to Shengda.Through the analysis of the factors of employee turnover and prevention mechanism by domestic and foreign scholars,combined with the theory of demand hierarchy,the theory of goal agreement,Lewin theory and other related theories,the article understands the development strategy,organizational structure,recruitment mechanism and technology of Henan Shengda Company.Based on the survey of the distribution of employment positions,academic qualifications,age status,working age and turnover,and the negative impact on the operation of the company,through the questionnaire survey on the technical and off-the-job technical personnel of Shengda Company,the relevance is applied.Analytical method and regression analysis method,found that corporate regulations,corporate culture,compensation and benefits,employee career development and promotion are the main factors for the loss of technical personnel of Shengda Company.Through analysis and summary,we will sort out the feasible measures of Shengda Company to deal with the departure of technical talents.In terms of compensation and benefits,we optimize existing compensation and benefits programs,set salaries,optimizewage structure,improve the correlation between compensation and benefits and job performance,and enhance the external competitiveness of existing compensation and benefits.It is necessary to pay attention to the system construction of non-remuneration and benefits,and to combine immediate welfare,normal welfare,and differential welfare.Also,it is necessary to establish a more scientific promotion system for technical talents,clarify the promotion system for technical talents,unite with local universities to achieve normalization of training and learning,do a good job in the development of technical talents,guide employees,and let employees have their own a clear understanding of the individual integration of personal development and corporate development.The company should first strictly implement the rules and regulations of the construction industry and attach importance to the care of technical talents.