Study On The Loss Of Talents In Private Enterprises

The twenty-first Century is the era of economy of knowledge and the era ofcompetition. In the environment of the increasingly fierce competition, more andmore private enterprises are aware of the talent resources which are the key to theirsurvival and the development of strategic resources. How private enterprises gain thecompetitive advantage has become a problem that private entrepreneurs mustconsider.According to statistics, the employee flow rate in the normal operation ofenterprises should be maintained at about15%, the flow rate of talent in privateenterprises of China is about50%. The data shows that private enterprises have beenfar beyond the normal range of the flow of talent, the serious problem of brain drainbegins appearing in enterprises. This problem reflects the employees of the privateenterprise lack of cohesion and appeal, at the same time, the staff of the enterprise isalso a lack of sense of belonging and identity. The loss of staff not only increased thegap, replacement, training and other tangible and intangible costs, which will have agreat effect on the cost of enterprises, such as: on the stability and loyalty of staff,decreasing work efficiency, leakage of commercial technology secrets, loss of keycustomers. In a word, the competition of private enterprises is the competition oftalent, if the private enterprise on the talent loss can not be effectively controlled, andultimately it will affect the potential for sustainable development and competitivenessof enterprises, and even lead to death.This paper tries to analyze the reasons of brain drain from two aspects ofenterprises and individuals. From the loss rate of enterprise talent data statistics andanalysis of the staff satisfaction questionnaire, the writer finds out the causes of braindrain, and put forward the countermeasures and suggestions of the effective control ofthe brain drain.