The Talent Outflow Reason And Countermeasure Research Of Jingke Co,.Ltd

With China’s continuous deepening of reform and opening up, the socialist marketeconomy gradually matured, private enterprises have gradually become the new force ofmarket economy, for China’s economic development has made the tremendous contribution.In2008," the second national economic census Main Data Bulletin No. second" display,national industrial enterprise units of1903000,117383000employees, of which the privateenterprise has1457000, occupy76.6%, employees52058000people, accounting for44.34%of the total number of employees. However, with the rapid development of private enterprisesthe pace at the same time, some of the main problems is more outstanding also to follow.Among them, the high rate and high frequency of talent outflow has become a tough problemof vast private enterprise. In today’s knowledge economy era, with suitable for their owndevelopment, to the development of the times need talents, is the enterprise survival and thecompetition to participate in the basic resources and power. When lack of talent which needurgently, enterprise will not be able to compete in the market.Jingke Co,.Ltd was founded in2004. It is a company engaged in designing andmanufacturing no-standard automobile of automation and Household electrical appliancesequipment. The company’s main products are non-standard automation equipment. Because ofthe company product specificity and reproducibility, all of the company’s performance mustrely on technical personnel continued development and innovation to complete. Therefore, thetalent has become the decisive factor of the company’s survival and development. But sincethe establishment of the company, the problem of talent outflow has warried the companymanagers. According to statistics, from2005to2011, the ratio of talent outflow is more than55%, which in2009is get to107.7%. According to relevant study shows that, when anenterprise’s talent outflow is more than15%, the company’s human resources management isin abnormal state. While ratio of talent outflow is more than3times the number in JingkeCo,.Ltd every year. As can be seen, problem of talent outflow is very serious. To solve theproblem of talent outflow has become the first problem. Since2009, Mangers of JingkeCo,.Ltd have realized the harm of talent outflow, and pay attention to take measures to solvethe problem of talent outflow. The company has developed a series of methods to solve theproblem of talent outflow. The managers hope they can success by these. From the statisticalresults, although these measures obtain certain result, but the effect is not ideal. The problemof talent outflow is still serious. Talent loss ratio is still high. The problem of talent outflowhas become a difficult problem. Talent outflow abnormally severely hampered the normal development of the company.In order to help the company to find the real reason of talent outflow, and to takeeffective measures to reduce the adverse effect of talent outflow, I investigated the status oftalent outflow of Jingke Co,.Ltd, use domestic and abroad theories and research findings toresearch and analysis the problem of talent outflow. We find the countermeasures andprevention measures in systems to reduce the ratio of talent outflow.