Research On Reasons And Countermeasures Of Brain Drain Of Employed Staff In Military Hospital

Firstly, this paper expounds the background, purpose and significanceof the research, discusses the content and method of research. Itsummarizes the research status at present on personnel loss by the readingof the domestic and foreign literature. Secondly, it analyzes the currentstatus and problems of staff management in the military hospital accordingto the interviews and seminars to the human resources management expertof the military hospital and the consultation and interviews to employmentturnover. There exist a lot of problem, including employed staff overallservice quality is not high, professional title and age structure is notreasonable, short duration, work, training opportunities, the sense ofbelonging has not been established, low benefits, professionalism is notstrong, big mobility. And then analyzes the influence on the hospital lossappointment staff: people therapy vacancies, morale damage of staff, theserious loss of intangible assets. On this basis, the paper designs thequestionnaire of factor influencing the loss of employees, and does thequestionnaire’s reliability, validity analysis in order to ensure the quality ofthe questionnaire, and the extractes loss factor of the recruitment inmilitary hospital by using factor analysis method, the largest convectionloss is: personal value factor. The staff loss mainly concentrated in the20-30years old, is less than three years in hospital, the primary titlethrough the empirical study of a military hospital. Reasons for employeeturnover mainly includes: the salary is low; personal development space is small; the status is not high; high-level attention is not enough; workoverload; management mechanism is not perfect; work pressure; badwelfare, department atmosphere depression; personal and family factors.Finally, it put forward a series of countermeasures and scientific proposalsto solve the problem of the loss of employment.