Xhd Technology R&D Staff Turnover Causes And Countermeasures

In the era of information revolution, information science and network technology has become the leading role of economic growth. The development of small and medium-sized, enterprises with their key persons of research staff has become an important tributary to build innovative enterprises. Human resource is the most important capital nowadays. Comparing with other corporate capital, human capital has the characteristics of high mobility, wide control range and with difficulties of having foreseen awareness of turn-over. In the event of sudden loss of talents could result in putting an enterprise in facing significant challenge or even a crisis. In IT technology companies in which R&D employees are the main constituent in the organization, the liquidity frequency and the trends of R&D personnel, has a significant impact on the development prospects and profit growth of a company. IT companies rely strongly on those staff that has innovative spirit and ability. Due to more and more severe competition in the talent market, the recruitment of and the training to the technical personnel are becoming more and more difficult. High percentage loss of employees will result in a extremely negative impact on enterprises to maintain normal operation. How to retain researchers, especially those key persons so as to enable enterprises to maintain a virtuous cycle movement of persons is one of the most concerned strategic issues by the SMEs.In this thesis, by taking XHD technology company as a starting point, focusing on the outstanding problem of high turn-over rate, to make analysis on the current situation and the high turn-over rate then to make systematic research on the situation of losing talents by using relevant knowledge and model about losing talents basing on the statistics, analysis and conclusion draw from a questionnaire on the satisfaction of the employees. Moreover, in this thesis, analysis also placed on the root cause of loosing talents causing negative impact on the company then to advise suggestions and solutions on how to control the high turnover rate with pertinence. The solutions include promoting the competency of the C&B system, developing the career development possibilities for the employees, well planning the career development, and so on. Wish such research could help XHD Company and other similar private IT company to solve the problems.