Research On The Management Of Technical Brain Drain In A Petrochemical Engineering Company

With the development of economy and society,more and more companies have realized the importance of talents,and the competition for talents between enterprises has become extremely fierce.For petrochemical engineering companies,professional and technical personnel are the core elements of the company’s long-term development.Therefore,the research and response to talent drain is the key to enhancing the core competitiveness of enterprises.A petrochemical engineering company was established in 2000,with the expansion of business scale and the expansion of the personnel team,the company’s current technical talents,especially the loss of young technical backbones is more serious,the loss of these talents will undoubtedly have a negative impact on the development prospects of the enterprise,how to avoid their loss is an important challenge for the management and human resources training system of the enterprise.Taking A Petrochemical Engineering Company as the research object,this paper analyzes the causes of talent drain through interviews,literature research and questionnaire surveys,and puts forward certain remedial measures and suggestions from the perspective of human resource management.This paper first conducts interviews with the company’s technical talents to initially understand the relevant factors affecting the company’s technical talent drain,and then uses the Price-Muller(2000)talent drain model and interview results as the basis for questionnaire design,refers to relevant literature and mature scales,designs a questionnaire that meets the actual situation of petrochemical engineering companies,and conducts questionnaire surveys for professional and technical personnel.The questionnaire uses the Likert 5-level scale to quantify the question by the degree to which the variable is selected.Then,the questionnaire data was collected and organized,the reasons for the brain drain of A Petrochemical Engineering Company were analyzed,and corresponding remedial measures and suggestions were proposed.Based on the research and analysis,based on the Price-Muller(2000)model,this paper puts forward the following suggestions:improve compensation and welfare,performance appraisal system,and build attractive corporate culture based on structural factors;Coping strategies for building harmonious interpersonal relationships and optimizing the working environment based on environmental factors;Strategies for training systems and promotion systems based on individual factors.In addition to the above-mentioned measures,appropriate safeguards are proposed for four aspects:institutional,personnel,cultural and competency.The solutions and measures proposed in this paper are operable and practical,and it is expected that this study shall not only help solve the problem of talent drain of A Petrochemical Engineering Company,but also have reference significance for similar enterprises in the industry.At the same time,through the research of petrochemical engineering and technical talents,this paper deeply understands their working conditions,career satisfaction and turnover rate,and enriches the research objects of domestic academia on the topic of talent drain.