Research On Talent Retention Strategy Of Z State-owned Construction Enterprises

Since the reform and opening up,Chinese society has stepped into the high-speed development stage,along with the rapid development of Chinese society and economy,the scale of state-owned enterprises is also increasing.The construction industry as an important pillar industry of national economy,its rise and fall has very close relation with the development of national economy and the improvement of people’s life.In recent years,our country vigorously promotes economic transformation and upgrading,industrial structure optimization adjustment,the development of construction industry has gradually changed from a stage of rapid expansion to a stage of steady development,construction enterprises are also facing a critical period of transformation from labor intensive to science and technology management.Due to the rapid development of Chinese construction industry,there is a general situation that the speed of personnel training lags behind the speed of enterprise development.In addition,due to the difficult work environment and unstable work place in the construction industry,and the gradual development of market economy,private capital and other capital gradually participate in the domestic construction industry.The "iron rice bowl" state-owned construction enterprises,which were generally favored by the society,have become less "fragrant",and the brain drain of state-owned construction enterprises is increasingly serious.Based on the current situation of human resource management in Z state-owned construction enterprises,this paper analyzes the flow of professional and technical talents in Z state-owned enterprises in recent 3years,combines domestic and foreign research results,Maslow’s hierarchy of needs theory,two-factor theory,push and pull theory,and expectation theory.Questionnaire survey and interview research are used to investigate and analyze employee demand,enterprise incentive mechanism,long-term field work,working environment and living environment of technical talents.Finally,it puts forward some talent retention strategies,such as strengthening regional management,improving career development planning of technical talents,establishing and perfecting talent incentive mechanism,improving recruitment quality and setting up early warning mechanism of professional and technical talent drain.Through the analysis and study of the brain drain of Z state-owned construction enterprises,it not only solves the problems in human resource management of Z enterprise,but also makes a reference for the similar type of state-owned construction enterprises to reasonably solve the needs of employees and improve the ability to retain talents,which has certain practical value.