A Study On Brains Flow Of R&D Staff Of Small And Mid-size IT Companies Based On Whole Process

As the human society enters into the era of knowledge-driven economy, the Information Technology (IT) has been developed rapidly, and has made important contribution to advancing global economic progress. Because the problems of human ressourcess management (HRM) concern not only the business development of enterprises but also the existence of enterprises, in the course of development of IT enterprises, problems of HRM are being paid close attention generally by the entrepreneur and researchers. Among them, the brains flow is regarded as the basic link of human ressources management to of IT companies and is attracting more and more attention from people.On the basis of review of the current situation and development of domestic and international IT enterprise's Human resources flow, This dissertation systematically expounds the research results of the author about the Brains flow problems of small and medium-size IT enterprises currently in our country. The thesis uses the method of theoretical analysis combining with Empirical analysis and qualitative analysis combining with quantitative analysis. It also synthetically utilizes the theory and method of management science, human resources management, statistics science, psychology, systematic science and information science etc. On the basis of establishing the research goal of the thesis, it combines the research about the current situation of the relevant field of domestic and abroad. The Brains flow of IT enterprises is promoted as the key question of the studying of the thesis. In terms of human resources manager, the thesis studies brains indraught of IT enterprises (recruitment, selection, employment), internal flow (the personnel allocation, the position promotion and post rotating) and brains flowing out (the Staff's loss) etc. It is the application-type thesis which faces the management practice of human resources management of IT enterprises in China. The main content of this thesis is as follows:First of all, from the start of analysing the current situation of the development of IT enterprise in China, the thesis explains the necessity of the research about small and medium-scale IT enterprise's human resources flow in China, Carries on survey about the relevant theory and method that involves to the research of this thesis. It is decided that the meaning of human resources flow in this article is from the view of organization management, namely the brains flow of the enterprises.Secondly, the thesis discusses briefly about personnel introducing of IT enterprises (recruitment, selection and employment). Recruitment, selection and employment are the first-step configuring ways and means of human resources of enterprises. They are also the most elementary work in enterprise's human resources management, and they concern a lot of links of enterprise management. The thesis organizes discussion about the recruitment procedure, choice of recruitment channels, design of employee test and assess system and decision model analysis of recruitment etc. Seeing that Online recuitment is the main way that IT enterprises carry on recruiting, it is discussed in-depth of the advantage, current situation of the online recuitment and the implement channels and steps which IT enterprises carry on the network recruit. The thesis has analyzed the questions that existed in the course of online recruiting of enterprises currently in China. Furthermore, it is proposed of the model for the standard testing and assessing system of the enterprises and the dicision-making system of recruiting based on analytic hierarchy process (AHP) method.Thirdly, it is pointed out that the scientific process of decision depends on testing and assessing system's design and implementation. It is also proposed that the model for the testing and assessing system of IT technicians of small and mid-sized IT companies. Furthermore, through analysing in an all-round way the application of talent assessment to the technological staff's recruitment of one small IT company, and by effectively going on to follow with typical case and result that author met with in the real work experience, one truth is proved in the thesis: properly introducing the scientific test, assessment project and scientific dicision-making method in the course of recruitment of the technological staff of IT enterprise can improve the effect of the recruitment greatly.Fourthly, the thesis discusses about the personnel allocation, the position promotion and post rotating etc. which all are the means of internal flow of human resources of IT enterprises. It points out the the importanceof the staff's career management of enterprise, proposes that in order for the internal flow of brains is very efficient, the managers must succeed in changing these means into the view that enterprises carry on career management ways of staff. At the same time, the thesis analyses especially the design of channels of IT enterprise's brains'career development and develops the design of career channels of IT employee, provides a lot of channels both for the internal flow of IT employee. As to the"35 years-old people phenomena", it is paied close attention to in the society of at present, the thesis makes the deep analysis and puts forward that IT people should face one's own turning point of career actively, correct the psychology, follow closely with the request of the times and industry, grow with each passing hour and be with the calm view in the face of challenge of"35 years old people phenomenon". Finally, to the current situations that the turnover rate of the staff of IT enterprises generally keeps on the high side at present, on the basis of the model of staff loss made by March and Simon, the thesis has set up IT enterprise's loss models of staff. It attempts to make quantitative analysis to the staff loss factors of current IT enpterprises with factor analytical method of statistics in order to find the key factor which influences the rate of loss through quantitative analysis and help the decision process of the enterprises or the industry. At the same time, after analysing the relevant quantitative empirical ananlysis on the basis of the investigation and analysis with the actual quantity form, the model is proved succussfully.