Analysis Of Problems For The Loss Of Researchers In Bai Lang Automobile Equipment Company And The Research For Countermeasures

In recent years,contributing to the policies of expanding domestic demand,adjusting structure and accelerating transformation,the quantity of production and sale of automobile has been growing rapidly,and the industry of auto parts manufacturing has been developed fast.Now the enterprise competition is mainly focused on looking for talents in which the researchers are mostly valued.In many companies,reasonable and moderate staff turnover is beneficial which can accelerate the speed of renewal for enterprises.But excessive loss of staff will destroy the stability for teams and increases risks like higher operating costs and more waste of resources which influences normal development for enterprises in extreme cases.Bai Lang Automobile Equipment Company has always been committed to inventing automotive robot systems,and now benefited by the supportive policies and favourable market condition,after years of development,the company has become the industry leader due to such technology.However,the problem of losing researchers is quite serious.In recent three years,nearly 20% of the researchers have resigned per year which greatly restricts development of the company.In this paper,the author takes Bai Lang Automobile Equipment Company as the object of study to further summarize the negative impacts of the loss of researchers to a company through literature research and interview.Meanwhile,the author explores reasons why the company keeps losing talents from four aspects such as payment and benefits,career and profession development,organization and zone,other personal factors.Through analyzing the company’s actual circumstances,composition of technical employees,their characteristics and data of resigned researchers and interviewing resigned staff and management,the author finally gives an answer to the question.In the end,the author provides four ways to solve the problem.First of all,providing comparably higher payment and benefits to the talents.Secondly,improving fair and reasonable incentive system.What’s more,establishing a complete and effective training system.Finally,enhancing the working environment to improve current situation,including the researchers stability and the stable development of the company.Taking multiple measures to improve the human resources management system.The author hopes to provide some effective advice especially in terms of human resources and staff management.