Study On Brain Drain Management In R&D Department Of Jilin Chemical Group Company

The twenty first century shall be a century taking talent as fortune above all,because the competition of talent personnel is superior to information and knowledgecompetition. Only when practicing talent strategy management by assembling,recruiting and owning talent personnel and training those in shortage, can anenterprise strengthen its ability in market competition and have more corecompetitiveness. A nation depends on its people to thrive, and an enterprise dependson its employees to develop. It is an important subject for an enterprise how to seekgifted people and retain them and make good use of them so as to maintain its vitalityand competitiveness.Research & Development Department of Jilin Chemical Group Company usedto make great contributions to Jilin Chemical Group Company in the past. But in the1990s, the scarce change of inside operating mechanism of this R & D Department,which has already lagged behind in the progress of economy and society, makes theenterprise fall into the brain drain crisis. By thorough investigations, it has beenobviously noted that the R & D Department has shown higher brain drain level thanother companies in both dominance loss and recessive loss figures. The reasonresulting in the present situation comes from the Department's dull developmentprospects, its staff seeking to a better and fair treatment, the Department's lack ofeffective incentive mechanism and long time of neglecting enterprise's cultureconstruction.Based on the research of brain drain of the state-owned enterprise, the thesisexpounds the connotations of brain drain, and puts forward the concept of brain drainin both dominance and recessive tendency. The paper also analyses the reason ofbrain drain of Research & Development Department of Jilin Chemical GroupCompany. Against the reason of brain drain, the thesis proposes proceeding withinstitutional improvement, to reform regular work system to elastic work system, toperfect the training system and set up a double promoting system and shareholderincentive system so as to win the loyalty of employees. At the same time, the paperemphasizes that to suppress the brain drain, the enterprise should complement withenterprise's cultural construction, establish the view of taking employee above all andcultivate the enterprise atmosphere of harmony, respecting, competition, believe andfair. In the end, the paper also points out that to look on the talented demissionproperly and the strategy to the talented demission.