Brain Drain Of Agricultural Universities

As our country speeds up its effort to boost the national strength through expert personnel, there appear a favorable environment for personnel flow-in and flow-out, which is characterized by increasing regionalization and internationalization. Due to the double disadvantages of agricultural universities in China, the brain drain is widespread. Hence the importance of investigating into the problem. The author aims at providing basis for the relevant policy making to improve the healthy development of the higher agricultural education in China.The research adopts a combined method of qualitative and quantitative studies. Literature searches, questionnaire, interviews, and case analyses are used, and the relevant studies on the same topic are summarized. On the basis of this, the status quo of the problem is described in terms of holistic features, forms, etc. The problem is also dealt with from the perspectives of personnel needs, psychology, internal and external environments (economical, personal, cultural). A focused study is made on one case of N University, which consists of three parts: a general introduction to N university and the brain drain (latent and dominant), a causal analysis of its brain drain (overseas studies, work environment, pay, youth faculty quitting office for degree studies, married couple unification job transfer, etc) and a counter-measure for the problem (training academic leading scholars, more favorable policy for the youth scholars, more attention to the in-service training, to the scholar importation, etc). Finally, the measures are offered to solve the problem.Innovational elements: on the basis of the current situation of the brain drain, and the case study of N university, and drawing on the relevant measures taken by our counterparts in foreign countries, and taking into consideration of the up-date personnel management in China, some important measures are offered: strengthening the concept of personnel resource as the first resource, attending to the personnel's psychological needs, setting up a perfect incentive mechanism, creating a better campus culture and work environment, more multi-channel raised educational fund investment, increasing its own attraction, learning from the western lessons, giving full expression to the personnel' potentials, finally, reducing the brain drain.