Research On The Brain Drain Of Fresh Graduates In State-owned Enterprises From The Perspective Of Policy Implementation

Although state-owned enterprises have a common nature of profit-making,they are different from ordinary enterprises.They are a special existence with the nature of enterprises owned by the whole people,with the purpose of corresponding economic,and have both economic and social public goals,covering various fields of the country.The public ownership of state-owned enterprises is a tangible demonstration of socialism,and as a major element of public administration,they are essential for social steadiness and economic growth.As it is public,its social objectives are more important than economic objectives and should be directed by the public’s interests.Due to the influx of a large number of graduates into the market every year,some state-owned enterprises must take on the responsibility of achieving social and public interest goals and achieving the recruitment targets approved by the State-owned Assets Supervision and Administration Commission.If recruitment is only done to meet government approved targets without taking corresponding supporting measures,it is easy to cause talent loss.Therefore,in the development process of state-owned enterprises,the loss of fresh graduates is particularly important,and the harm caused by these losses is small to large.From the perspective of state-owned enterprises,it not only causes certain losses in manpower,material resources,financial resources,etc.to state-owned enterprises,but also affects the achievement of their social goals;For graduates,it will also increase the trial and error cost of fresh graduates;Looking at the entire society,its harm is self-evident.However,in terms of production and operation,due to the greater flexibility of state-owned enterprises compared to the government,the difficulty of regulation will also increase.Therefore,it is necessary to study from the perspective of policy implementation,as policy implementation cannot be separated from government regulation.An exploration of Y state-owned enterprise in D city’s internal state from a policy implementation standpoint,utilizing a synthesis of theory and practice,commenced with the departure of a considerable amount of newly recruited campus personnel.Firstly,find out the intrinsic relationship between Mc Laughlin’s model and stakeholder theory,and the unified perspective is used as the theoretical framework of this paper.Secondly,through indepth interviews with fresh graduates who have left the city and human resource management departments,we will find out the problems in policy implementation,and analyze the reasons for the brain drain of fresh graduates and college students in state-owned enterprises.Finally,corresponding countermeasures and suggestions are put forward from the aspects of interest game and policy implementation interaction,aiming to find ways to improve the brain drain of state-owned enterprises from the perspective of policy implementation,promote the healthy development of state-owned enterprises,reduce the trial and error expenses of fresh graduates,and promote the realization of social and public goals of state-owned enterprises.