A Case Study For Brain Drain In H Company

With the establishment of China’s first market-based property management company, more and more people have begun to pay strong attention to this new industry, and the competition among various property management companies becomes more and more intensive as well on the domestic market. Due to the fierce competition and the increasing demand for the talents, the property management companies have encountered the problem of brain drain which makes the managers begin to consider how to keep these talents and avoid the brain drain, and how to cultivate talents who are loyal to the company.Based on the situations mentioned above, this paper focuses on the problem of brain drain of the domestic property management companies and takes H property management company as an example,(hereinafter referred to as the "H Company"), studying the loss of its executives, middle managers and ordinary staffs. According to this study, it is hopefully to provide a perspective to retain talents, help the enterprise managers building a stable workforce and offer some suggestions for the long-termly healthy development of China’s property management companies. Based on the fact of the employees’departure from different levels, this paper has analyzed the external reasons which have caused H Company’s problem mentioned above by taking into account the competition of this industry and the salary level. And then internal reasons have been analyzed. By this means this paper has analyzed the motivation of the departure of the employees and the specific reasons which have caused the continuing loss of the talents multi-anglely and comprehensively.According to the analysis, the paper has respectively presented different solutions and policies for the departure of employees’from different levels to effectively solve the brain drain of H Company. To respond the loss of the talents, the company should establish a reliable high-level core team, strengthen the career management of the middle-level managers and improve an all-covered training system. By these means, the company can promote the loyalty of the employees, strengthen the enterprise’s culture, and keep the stability of the team so that effectively control the loss rate of the talents and keep a long-term and stable development.