Research On The Causes And Countermeasures Of Brain Drain In ZT Energy Company

From the Talent New Deal under the macro background to the talent competition between enterprises,precise human resource strategy and scientific human resource management are becoming the magic weapon in enterprise competition.The competition between energy companies is also caused by the original energy dispute,The battle for technology is gradually transitioning to the battle for talent.It is of practical significance to use the classic theory of human resource management to study the human resource management of China's new energy companies in a targeted manner.ZT Energy Company,as a newly established new mixed ownership enterprise,has considerable competitive strength in terms of resources,technology,scale,market,talents,etc.,but the problem of brain drain has become increasingly prominent in recent years,especially the young technical backbone and grassroots Management personnel and other enterprises focus on cultivating and related to the backup power of the company's development in the next five to ten years,and the loss is more serious.Due to the professionalism and particularity of coal chemical talents,it is difficult for new employees to be qualified for jobs in the short term after they are employed.For enterprises,the increase in personnel mobility is serious both from short-term operating costs and from long-term healthy development Impact.Through a large amount of relevant literature,it is found that domestic scholars have relatively little research on the subject of brain drain and countermeasures of coal energy chemical companies where ZT Energy is located.Many problems of brain drain in the industry can play an effective role in supplementing the subject.This article starts from the actual situation of ZT Energy Company and takes the specific development needs of the enterprise as consideration.This article is divided into seven parts to elaborate,the main research methods are literature research method,questionnaire survey method,employee interview method and so on.This article combines ZT's current status of brain drain and uses related theories such as brain drain theory,employee satisfaction theory,and employee motivation theory to analyze and study the causes and current status of ZT Energy's brain drain.The study found that ZT's current brain drain problem is more serious,which is reflected in the recent increase in the turnover rate of internal contract employees within the enterprise,the turnover rate of personnel transferred from external contractors and business contractors is relatively high,and the staff is relatively unstable.The reason for this problem is that companies have insufficient understanding of industry talent competition,limited recruitment channels,loopholes in employment mechanisms,insufficient salary fairness,poorly targeted welfare,inadequate training,and lack of corporate culture.To solve this problem,the following measures should be taken: optimize the external and internal environment,do a top-level design of talent strategy,broaden ZT Energy's recruitment channels,formulate talent growth path design plans,improve salary systems,optimize company welfare programs,and build companies Employee training system,strengthen the construction of industrial culture to establish a scientific concept of talent strategy,strengthen the guarantee mechanism and build an early warning mechanism for the brain drain of ZT Energy.This article has elaborated on the current situation of brain drain,the reasons for brain drain,countermeasures,countermeasures,and safeguard measures.It will provide a practical reference for ZT Energy to deal with the brain drain problem.Similar problems in human resource management serve as a reference.