The Research On Identifying The Human Capital Loss In Enterprises

In the era of economic globalization, the competition among countries turns to the competition of human resources. The usage of human resources becomes more and more extensive in many aspects. Human resources are absolutely valuable in economic activities. Human resources are not stable and they are easy to drain, especially the knowledge-based staff, their fluid rate are high because of comparatively low organizational honesty. The loss of human capital makes a lot of enterprise's investment on human resources wasted. To face this severe challenge, how to prevent and control the loss of human capital is the first thing need to consider. In order to solve this problem, recognizing the causes of brain drain and set up an effective control system are the most urgent affairs.On the basis of grasping the theory of human capital flow and the model of human capital loss, this study put forward the viewpoint that an enterprise can identify its flow and loss of its human capital from three aspects, which are volume of human capital, structure of human capital and staff' individual body of knowledge. In an enterprise, it's common that its human capital flows. However it will cause severe damage to an enterprise if its human capital flows exceeds the normal level. This study set up a model of enterprise's human capital drain on the basis of March-Simon model and also accommodates with our countries current situation, putting forward the point of view that the brain drain is not only caused by the market signals and individualities but are mainly the result from the characteristic of enterprise management and the employee's satisfaction level. This study mainly discussed the influence of person-job matching level on the basis of competency model and takes IT industry as the typical example.This study employs regression and cluster analysis investigating the relationship between staff satisfaction variables and flow intention with a data set from IT industry in China. The analysis shows that in the current situation of our country the level of payment is still the major reason for the flow of human capital. There are inverse ratio relationship between the payment and equality satisfaction level and the tendency of changing jobs. In case the employee feels fairly satisfied with the payment, the flow rate of human capital and the person-job fit level showed an inverse relationship. Meanwhile, the personal difference of perceptions in the degree of person-job match level will also impact the flow rate.Through theory research and real case analysis, it can be found out that no matter what factor that affecting the flow rate of human capital can be weaken by achieving the match between talents and jobs. Therefore, we can set up an effective control system based on the competency model to prevent and control the loss of human capital.