Study On The Causes And Countermeasures Of The Loss Of Employees In Private Enterprises

Private enterprises are derived from the socialist economic with Chinese characteristics, which feature in short lifetime and high rate of brain drain. According to relative statistics, China ownership enterprises’ average lifetime is very short, only 6 to 7 years, while the private enterprise are much shorter, which is about 2.9 years. Considering the various reasons caused such situation, the most important factor is the high rate of brain drain.According to relative researches, the current staff turnover rate of China private enterprises has been reached up to 50%, while the normal rate is 15%. It’s normal that there are people choose to leave because of the transmutation of internal and external environment and their career development. However, if the rate is beyond a reasonable limitation, it will correspondingly decline the enterprises’ competition. Mush worse is that most of the private enterprises do not have the idea of setting boundary to control the brain drain. The employees could leave at any time which leads the enterprises should find the replacement person in a very short time without any preparation. It has critically limited the development of private enterprises. How to prevent and control the brain drain and how to improve the staff’s loyalty to the company have been the keen problems for the private enterprises.In this essay, guiding by brain drain theory and motivation theory, the author takes Y company as an example to analyze the brain drain situation in private enterprises. By using methodology of literature review, case study method and survey research method, the author firstly introduces the basic information of Y company, including the status of human resources management, and then analyzes the present situation of brain drain and the characteristics of the resigning employees. In order to get the point of reasons for leaving, the author designed a five-element questionnaire, which is based on the researches which had. The questionnaire aims to survey the satisfaction of the serving employees.Based on the questionnaire and interviews, the author concludes the reasons caused brain drain, which are uncertain business planning of enterprises, unscientific system, unreasonable salary system, neglecting the enterprises’ culture, extensive management, age and different career outlook. At the end of the essay, the author suggests solutions from three angles, which are the working attitude of employers and employees, personal characteristics and management of staff turnover. The author explains the solutions in details, for example how to manage the human resources to reduce the loss of staff turnover, the countermeasures to control brain drain, improving the employees’ consciousness of career planning and etc. The author sincerely hopes that these measures could provide a new way for Y company to solve the brain drain problem.