Research On Talent Loss In State-owned Enterprises C

State-owned enterprises have some urgent needs to be completed due to their own institutional problems with the comprehensive transformation and upgrading of state-owned enterprises in China.In the case of state-owned enterprise C,the phenomenon of talent loss cannot be solved if the level of human resource management is low and the ideology cannot keep pace with the times.Through the questionnaire survey method,this paper explores the personnel echelon construction mechanism of state-owned enterprise C for the above situation.The author found that the main problems of talents in the process of serving in C state-owned enterprises are:employees’ personal development is limited,the salary does not match with their ability,the working environment is not ideal,the content and form of work is not liked,and the system is dissatisfied with the fairness and reasonableness.And this paper finds that state-owned enterprise C has the problem of incomplete talent management system through in-depth analysis of these problems.The main reasons for the problems include the following:incomplete personnel ladder construction mechanism,unfair salary distribution system,incomplete career operation planning and unscientific operation and development of state-owned enterprises.In addition,employees cannot sign an invisible psychological contract with the enterprise,and the long-term unfair treatment leads to the decrease of employees’ work motivation.To address the above reasons,this paper proposes some specific countermeasures for state-owned enterprise C to do a good job in personnel reserve,focusing on establishing a perfect human resource ladder construction system,reasonably improving career planning and salary system work,improving the core competitive ability of state-owned enterprises,reasonably optimizing the operation and management mode of state-owned enterprises,and promoting the innovation of talent reserve of state-owned enterprises.This author has developed specific safeguards in order to practically solve the talent loss problem of state-owned enterprises in C company.The research of this topic hopes to provide a theoretical basis for state-owned enterprises C or other enterprises to cope with the talent loss problem at the theoretical level.At the same time,to maintain the stability of its talent,the author aims that state-owned enterprises C take make effective and positive responses under the premise of the new era of change.