Research On The Loss Of Knowledge Employees In The High-tech Enterprises And Its Countermeasures

Knowledge workers are the principal contributors to create value for knowledge-based enterprises and important business human capital,they are the source of power for enterprises to grow and achieve sustainable competitive advantage.However,in recent years,the loss of knowledge workers has become an influence and restricts the development of high-tech enterprises.To understand the main reason for the loss of knowledge workers,and accordingly come up with valuable coping propositions,has become a valuable research topic.This thesis takes this topic as the research objective,and carries out the following preliminary explorations:This paper first reviews the past research studies on this topic,analyzes the concept and type of employees loss and the basic model,combined with enterprise survey data,further analyzes the current situation,impact and trends on the loss of employees.Based on the above theoretical research and enterprise market suvery data, this thesis presents:"compensations and benefits","work itself","career development","management capacity","corporate culture" and other factors,are the most important factors to determine the loss of employees.In the investigation part of this thesis,through questionnaire surveys and interviews with a sample of high-tech enterprises in Shanghai,analysis verified the main drivers,resulting into the loss of knowledge workers in Shanghai high-tech enterprise,as well as the impact of different factors.The investigation discovered:(1) according to their order of importance,the main drivers are in turn:"career development","compensations and benefits","work itself',"management capacity" and "corporate culture";(2) among various factors,male knowledge workers place more importance on compensations and benefits;whilst female knowledge workers pay more attention to the work itself;(3) Shanghai residence of knowledge workers pay more attention to career development comparing to non-Shanghai residence of knowledge workers;whilst non-knowledge workers pay more attention to compensations and benefits,as well as the work itself;(4) The 26-30 year age range of knowledge workers place more importance on work itself and pay benefits comparing to the 31-35 year age range of knowledge workers;whilst 31-35 year age range of knowledge workers place more attention to career development comparing to the 26-30 year age range of knowledge workers.Based on theory and literature research,this thesis proposes a three-pronged approach,namely to help knowledge workers establish unimpeded career development channel,establish a pay mechanism and build a performance management system which is based on career development plan.