Research On The Brain Drain Problem And Countermeasure Of H Group

Every enterprise will face the problem of brain drain.Although to a certain extent,the flow of talents is conducive to the integration of fresh blood within the enterprise and bringing new vitality to the organization,if the brain drain continues,it will inevitably affect the rapid development of the enterprise and cause losses to the enterprise.H group is facing some brain drain problems in the process of human resource management.This paper takes H group as the research object,analyzes the main causes of brain drain,and puts forward corresponding solutions,which has certain reference value in practice.First of all,the research background,purpose and significance of this study are clarified,and the current situation of brain drain at home and abroad is analyzed and compared to determine the research content and research methods.This paper mainly uses five research methods: literature research,case study,field survey,individual interview and questionnaire survey.Secondly,it introduces the related concepts and theoretical basis,and describes the basic situation of H group and the current situation of brain drain problem with the relevant model.Thirdly,through interviews with resigned employees and employee satisfaction questionnaire,this paper analyzes the key factors affecting the brain drain of H group,including external factors,internal factors and personal factors.This paper makes a systematic analysis and exploration of the brain drain of H group,and puts forward the countermeasures and solutions to reduce the brain drain of H group: first,recruit talents accurately according to the needs,improve the open recruitment system of human resources,forge a high-quality talent recruitment team,implement the classified selection of group leaders,improve the way of talent competition within the group,and make clear job responsibilities and authorities of talents;the second is to build a platform for growth and promotion,strengthen the self construction of the personnel department,focus on the training needs of tourism workers,build a multilevel and multiform training system,and establish the group's "red collar reserve talent pool";the third is to improve the salary and welfare benefits,optimize the existing salary system,increase the "spiritual" salary of employees,and appropriately improve the welfare of employees The fourth is to improve the performance appraisal system,communicate the performance objectives in the early stage,reasonably design the performance appraisal system,optimize the performance salary distribution mechanism,and scientifically evaluate the performance appraisal data;the fifth is to shape advanced enterprise culture,healthy organizational culture,excellent team culture,and good communication culture.It is hoped that the above-mentioned countermeasures can alleviate the problem of brain drain in the future of H group,and further promote the improvement of the management level of the group in personnel recruitment,talent training,salary and welfare,performance assessment,corporate culture and other aspects,so as to provide reference for the human resource management of the organization and personnel department of the group.