The Case Study Of Brain Drain In ShenKe Ltd

With the advent of global economic integration, the role of talent is getting more and more prominent, because both the national development and the competition among enterprises are ultimately the talent competition. Only when companies have acquired the talent advantage can they win in the future development and competition. Therefore, the talent reserve has become the core competitiveness of enterprises.However, with the further deepening of China’s reform and opening up, more and more small and medium private enterprises continuously emerge and gradually occupy an important position in China’s national economy, which has played a key role in stabilizing the social employment. However, people have to face the fact that the proportion of brain drain in small and medium private enterprises has been very high, which has become a prominent problem hindering the development of small and medium enterprises in China.In view of the case study of brain drain in ShenKe, the thesis, through the analysis of the corporate brain drain phenomenon, utilizes the relevant knowledge of human resources management and organizational behavior in business administration courses, combines with the reality of enterprises, analyzes the reasons for corporate brain drain mainly from aspects of social and environmental factors, enterprises’recruitment and training, compensation management and performance evaluation, as well as corporate culture and individual factors. According to the results of the analysis, the thesis proposes that enterprises should attach great importance to human resource planning with a strategic vision, construct a sound human resources management system scientifically and reasonably and create corporate culture with strong cohesion force, hoping that enterprises could strive to attract and retain talents in the future running process, in order to lay the foundation for enterprises to achieve their development goals.