Study On Brain Drain Of Chinese Private Enterprises And Countermeasures

Private economy is an important part of national economy, while private enterprise is a key part to supporting the development of private economy. As globalization accelerates, talents will become more crucial for gaining competitive advantage, and the inter-firm competition for talents will also become more intense, which will gradually from between domestic enterprises turn to between domestic and foreign enterprises. At present, brain drain of private enterprises is very serious, which has become a bottleneck restricting the development of private enterprises. How to attract talents, motivate talents and prevent brain drain caused serious concern of government and enterprises, become a very important research issues.In this study, brain drain is discussed deeply through a multi-dimensional perspective of management, economics and psychology. Research on brain drain theory and the process model of it is done by literature research, and by using quantitative and qualitative analysis, the study analyzes the current status and influencing factors of brain drain in Chinese private enterprises. It is beneficial for Chinese private enterprises to attract, train and retain qualified talents, to enhance personnel loyalty, to strengthen internal cohesion and to improve the level of private enterprise human resources management.This paper studies the brain drain of Chinese private enterprises, and provides the effective solutions. The whole text consists of six sections. The first part is the introduction, which discusses the research background, purpose and significance, basic thoughts and methods, contents and framework. The second part is the theory of reference, including the definition of important concepts, brief introduction of brain drain theory and the process model of it, and review of the research of brain drain home and abroad. The third part analyses the current situation of brain drain in Chinese private enterprises, mainly studying the development of them from the angle of the macroscopic, and discuses the status and characteristics of brain drain as well as the adverse effects on enterprises from brain drain. The fourth part studies causes of brain drain in private enterprises, which is analyzed from three aspects of the external environment, internal environment and employee themselves. The fifth part provides the solution of brain drain in Chinese private enterprises, focusing on the three perspectives of government, enterprises and talents. The sixth part is the conclusion and outlook. Hope this thesis can provide some help for the human resource management of Chinese private enterprises.