Research On Countermeasures Of Brain Drain In TH Construction Company

As a pillar industry in China,construction industry plays a very important role in promoting national economic growth.According to statistics,in 2020,the added value of China’s construction industry was 7.2996 billion yuan,with 9.9% contribution rate and 6.9%driving rate of the industry.However,under the impact of the wave of social talent flow,the widespread brain drain in the construction industry not only increases the individual cost of enterprises,but also affects the healthy and stable development of the construction industry,which is more prominent under the impact of the epidemic.Therefore,it is of great practical significance to study the brain drain of construction enterprises in China.TH Construction Company is a comprehensive group construction company,taking it as the object of study,first of all,it is well-known and has won more honors in related fields;Secondly,it was established earlier and belongs to the enterprise that entered the construction market early.In addition,the company is involved in a relatively wide range of business.TH construction company,the author of this paper,therefore,conduct the thorough research to the problems and countermeasures of brain drain,to better promote the healthy and benign development of the enterprise,to help the enterprises to retain talent,and thus maximize the talent value,fundamentally improve the enterprise economic benefit,for other similar enterprises,also has significant reference value and significance.Based on the above factors,this paper takes TH Construction Company as an example,uses literature research method,questionnaire survey and interview to study the topic of "countermeasures for brain drain",and puts forward corresponding solutions based on domestic and foreign literature research and relevant concepts and theories of brain drain.The research finds that TH construction Company mainly has problems such as lack of fairness and rationality in salary system,lack of scientific performance appraisal system,blocked development space of staff,chaotic internal management,lack of training opportunities and so on.In view of the problems,based on the employee satisfaction and equity theory a theory foundation,the brain drain problem put forward reasonable Suggestions,such as improve the system of salary,benefits,and establish a fair and reasonable performance appraisal system,clear the staff career development space,innovate the management mode of family,etc.,and actively improve employee satisfaction,and retain talents.In order to ensure that the above measures can be effectively implemented,it is necessary to establish a talent crisis warning mechanism,build a good corporate culture and improve the system of talent recruitment and training,only in this way to ensure that the problem of brain drain can be fundamentally solved.