The Causes Analysis And Countermeasures Of ZT Company’s Brain Drain

In the21th century, under the conditions of market economy, the human resourceis a kind of commodities and is also a kind of scarce resources. In the enterprisedevelopment process of the normal flow of personnel sometimes can optimize thestructure of qualified personnel, and change the enterprise business philosophy to acertain extent. But if the flow of the talents is too frequent, and the sum is too large, itoften affects the enterprise operation stability and continuity, especially someone whohas certain responsibilities, or grasps the company’s core technology and coreconfidential technical or management backbone frequent turnover. Then the enterpriseshould not stay in the flow of personnel case analysis and processing but to review theenterprise employment system carefully, and analyze the internal causes of the braindrain and formulate a set of guard against enterprise brain drain crisis managementsystem.In this paper, I based on the technical personnel loss of the ZT company, by usingthe brain drain theory,through the questionnaire survey and research, and other methodsto collect a large number of reliable first-hand data, combining with the relevantinformation to draw a conclution: the reasons mainly came from macro factors,enterprise factors, personal factors etc. Of these three factors, especially the enterpriseof salary system design, performance evaluation and assessment mechanism, selectionand recruitment are the most prominent. So the paper points out that measures should betaken to strengthen the promotion of enterprise culture, to further refine and other meansto strengthen the building of enterprise culture, to design specifically for technicalpersonnel salary management system, to put forward a new specific technical personnelperformance management system to solve the problems facing to the company.I hope by the analysis and research of this case, can make ZT company and itsrelated departments pay talents loss problem attention, and provide reference and thebeneficial to the company’s human resources management.