| As human society strides into 21st century---knowledge economy times, talent has become strategic resources of organizations, districts and nations. In China, enterprises are confronted with globalization, dramatic change of science and technology as well as swift development of economy, which present both opportunities and challenge. After year's exploration, all enterprises have realized that to depend on talent is the answer to how to face challenge and how to gain ground in competitions. It's a talent that who will solve problems; it's a talent who implement technical reforms; it's still a talent who make creations. Talent is the core and spring of enterprises. The competitions in enterprises are attributed to that of talent! However, due to increasingly fierce worldwide fireless war on talent scramble, some enterprises, esp., some state-run enterprises in China have to confront growing severe brain drain crisis, which have sparked varied damages to enterprises like cost increase, invisible property loss, staff oscillation and efficiency lowering. What's more, loss of key talent will ignite fatal strike to enterprises. Variety of factors contributes to brain drain. First, global hands shortage intensifies competitions on talent scramble which accelerates talent movement. Second, the prevalently built human resources markers and placement services bring convenience to talent movement. Finally, reform of census register system and improvement of national insurance promote more or less freedom of talent movement. Meanwhile, inharmonious cross personal relationship, loss of interest in work or seeking for jobs which pay well or offers promotion opportunities are the main individual factors of brain drain. Since our state-run enterprises are molded by planned economy, the administrated mechanism is deeply affected by such a system. Consequently, enterprise policy remains outmoded so that it fails to stand ahead in market competitions under market economy. With the development of reform and opening to the blocks and difficulties are bound to be imposed on our state-run enterprises in the process of interim from traditional administrative pattern to modern one owing to dramatic domestic and foreign situation change. Brain drain is one of them. Chengdu Aeroplane Industry Corporation Ltd. ( CAC for short in the consequent passage) has developed into a huge one with 31 branches, which hasearned a total of $2,000,000,000 export income and kept making profits over twenty years. This Corp. has been appointed 500 most significant enterprises in China for many times and constantly designated as a major enterprise in Sichuan province. Nevertheless, it has gone through agony of mechanism reform and talent shortage. Fortunately, it has struggled to make a survival because series of measures on stabilization of talent have been made. From raising salary, proposing different distribute notion, sacking the worst staff to training personnel, improving welfare and constructing culture, CAC has created an aspiring atmosphere of respecting knowledge and talent which attracts excellent personnel so that it wins talent scramble war. This thesis includes three unions: Union One illustrates the necessity of the study on talent stabilization policy by interpreting significance of talent to contemporary enterprises and predicting possible dire consequences resulted from brain drain. Union Two discusses common causes of brain drain in CAC from the internal, external and individual angle. Union Three conducts detailed introduction and analysis on CAC talent stabilization polices. Finally, the author proposes her own points of views. |
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