Search On Reasons And Countermeasures For China Railway ShiSiJu Group Corporation's Brain Drain Of Technical Personnel

As China's market economy goes further, the competition among enterprises is getting increasingly fierce. Scrambling for the right human resources has become a crucial element in an organization's development strategy, just like capital, management, technology and market etc. The loss of talents, in particular, technical talents is also a cause for increasingly concern. Substantial brain drain of technical talents constraints the enterprise to keep sustainable development, and becomes a deciding factor for the survival and development of enterprises. How to control the brain drain of technical talents and maintain a stable technical team has become a major task for the human resource management.In this paper, the author based on the brain drain of technical talents faced by China Railway ShiSiJu Group Corporation after its reform from a state-owned enterprise. The author has used several methods including questionnaire surveys and research as well as others to collect a large number of real and reliable data, and has applied screening, processing and treatment on these data. Based on these data and information, the author analyses from multiple perspectives and identifies the reasons behind this problem: from the system level, the salary system of the company is unreasonable, the talent management system is unscientific, and the implementation of the management system is ineffective; from the non-system level, there are personal factors, organizational factors and social factors. For the above reasons, this paper highlights that the Company Culture should be enhanced by strengthening the publicity of the Company Culture, and re-refining the Culture itself and other measures, that the corporate management system should be revised and refined on the basis of a comprehensive assessment, that the human resources strategy should be choosed under the guidance of the innovation strategy which is appropriate for the company, and that a unique salary system should be introduced for those technical talents and further research work on job position should be carried out so that the company is capable to adjust the salary for technical personal timely. The author believes that by taking these measures, the company can manage the problem of brain drain.The research on the reason of and the solutions suggested to brain drain of technical talents will provide a useful reference for those state-owned companies after reform to improve their human resources management.