Study On The Reasons And Countermeasures Of The Loss Of Professional And Technical Talents In ZY Construction Company

With the rapid development of economy and society,human resources have gradually becom the core resources of enterprises.Excellent human resource management can not only promote the improvement of enterprise operation efficiency,but also increase the overall performance of the company.As an important pillar industry of the national economy,the construction industry is facing a critical period of transformation from labor-intensive to science and technology management.However,in the face of increasingly complex market environment and increasingly fierce competition,brain drain and other issues have become a common problem in human resource management of construction enterprises.ZY construction company,as a subsidiary of MCC Construction Engineering Group,With the gradual expansion of the company’s business scale,the demand for professional and technical personnel is also further increasing.However,since 2017,the annual technical brain drain rate of the company has shown an upward trend,and even due to the resignation of some technical personnel,the temporary deployment of project personnel is difficult.Taking ZY construction company as the research object,this paper analyzes the causes of brain drain by using the methods of interview,literature research and questionnaire survey,and puts forward some countermeasures and suggestions from the aspect of human resource management.First of all,through the interview of the technical personnel,in this paper,first of all to leave and technical personnel as the breakthrough point,the influence factors of preliminary technology company find out the brain drain,and then to a price-muller(2000)model and the questionnaire design should be based on the interview results,with reference to relevant literature and maturity scale,design the questionnaire accords with the practice of ZY construction,qure intention into the professional and technical personnel for working questionnaire survey.The questionnaire adopts Likert 5 scale,through the statement of turnover variables,the employees choose the same degree,so as to realize the quantification of the problem.Through the collection and collation of the questionnaire data,the data are analyzed by SPSS software.On the one hand,the problems leading to brain drain are analyzed.On the other hand,the corresponding countermeasures and suggestions are put forward.In view of the industry characteristics of construction enterprise work,this paper puts forward relevant suggestions for enterprise factors such as salary and welfare,training,work participation,career development path,family responsibility,opportunity,social support,etc.This paper puts forward the countermeasures and suggestions of establishing the people-oriented management concept,improving and optimizing the salary and welfare system,creating dual career development path,optimizing the training system and increasing the humanistic care,for technical talents.