Research On Influencing Factors And Countermeasures Of Technical Talent Drain In Semiconductor Company A

With the development of the times,the application field of electronic science and technology is deepening.The global dependence on semiconductor chips has become increasingly prominent,and the boom of global semiconductor industry is heating up rapidly.China’s semiconductor chip design and manufacturing industry has also entered a fast lane.Many local governments have invested in the construction of semiconductor fabs,and under the support of the policy,thousands of chip design companies broke ground and emerged.In order to make the country rich and strong.almost everyone wants to start a semiconductor business.With the continuous increase of chip enterprises,the gap of chip technician in China is increasing.The problem of crazy poaching and high dimission rate of technical talents among enterprises has gradually become the pain of most semiconductor companies.As a state-owned large chip manufacturing enterprise with more than 30 years of chip manufacturing experience,Company A also encountered a serious loss of chip technician,which affected the development of the enterprise.Based on the relevant theories and research results of brain drain at home and abroad as well as the price-Mueller(2000)model.this thesis uses the empirical investigation and research method to study and analyze the influencing factors of technical brain drain of semiconductor Company A.The results show that under the current environment,Price-Mueller(2000)model can still better explain the dimission intention of employees in China’s semiconductor industry.According to the empirical results,salary,social support and career growth are the most important factors that technical talents care about.Through correlation and regression analysis of model variables.it is found that external opportunities,family responsibilities,switching costs,general training,salary,promotion opportunities.positive emotions.job routinization and career growth are identified as the main variables affecting the turnover intention of technical personnel in Company A.Finally,based on the results of empirical analysis and reference to the incentive theory and literature,this thesis summarizes the coping strategies suitable for Company A’s technical brain drain.From the perspective of coping with the external environment,it includes the establishment of a sound talent recruitment and selection system.strengthening performance management and evaluation,diversification,differentiation compensation incentive system construction.Start from the company,it includes flexible attendance system,improvement of the supporting housing welfare,strengthen the construction of internal training system,promotion channel dual-track system,clear company development strategy,reduce the change of senior management.Starting from employees themselves,it includes paying attention to talent career planning,strengthening the role of trade unions,and improve employee satisfaction.Starting from perfecting the prevention system,it includes perfecting the beforehand prevention mechanism,perfecting the timely interview mechanism,perfecting the analysis and improvement mechanism.