A Case Study Of Brain Drain In YT Company

At present, with the in-depth development of economic globalization and the quickly changed scientific and technological progress, the importance of talents becomes increasingly important. The essence of enterprise competition is the competition of the talented people. The talents are the core competitiveness of the enterprises and only by having enough reserve of talents can the enterprises remain invincible in the furious market competition.With the constant deepening of China’s economic reform, small and medium-sized private enterprises have developed rapidly and their status in the national economy are also constantly improved. They play an important role in the aspects of accelerating economic growth, promoting employment, increasing tax revenue and stabilizing the society. However, the domestic middle and small-sized enterprises have serious brain drain problems, which will influence the implementation of the enterprises’development strategy and reduce the operating efficiency. The job vacancies caused by brain drain will make the enterprises spend abundant time and cost to seek the replacers. The brain drain also takes away the key technology and resources of the enterprise. It not only seriously puts off the further development of the small and medium-sized enterprises in China, but also has adverse influence on the stability of the China’s national economy. Therefore, how to attract and retain the talents is a problem demanding prompt solution in the middle and small-sized enterprises.By the case of brain drain in YT company, this article reflects the current situation and features of the brain drain in YT company from different angles. Through applying the correlation theories of brain drain and human resource management and combining with the practical situation of the company, this text deeply analyzes the reason of brain drain from five aspects which are enterprise culture, enterprise recruitment and training, performance assessment and salary management, and the employees’career management. Then according to the analysis results, the corresponding solutions are put forward and it is advised to enhance cooperate culture construction, shape the people-oriented enterprise culture, emphasize the enterprise human resources strategic layout and rationally complete the enterprise human resource management system to change the current situation of brain drain and finally promote the sustainable development of the enterprise.