| Human capital is the capital of the enterprise is the most important one, which has a high turnover rate, anticipation is difficult, affecting a wide range of characteristics, once the corporate sudden brain drain problem, will enable enterprises facing great difficulties, or even a crisis. Accounts for a large proportion of R&D personnel in HJT company, the flow frequency and trend of R&D personnel, have a significant impact on the development of innovation and benefit growth of enterprises. In 2011 to 2014, HJT company R&D personnel turnover rate maintained at more than 10%, and showed high levels of trend. Modern technology companies rely heavily on R&D people with innovative spirit and ability, with the increasing competition in the market, enterprises of R&D personnel recruitment, training more difficult, the cost increases, if there is a large number of R&D personnel loss, will greatly affect the normal operation and development of enterprises. HJT company recently the replacement cost of a few years of R&D personnel increased significantly; A large number of colleagues quit going to pay higher enterprise, making on-the-job personnel R&D mood impetuous, not worry about their work, while reducing the speed to promote the company’s R&D capability and project; High personnel turnover rate, also reduces the enterprise reputation, is not conducive to enterprises to attract outstanding R&D personnel to join. How to make R&D personnel stay in the enterprise, in particular, to retain the core R&D personnel, enable enterprises to maintain a good R&D personnel structure, will become an important strategic issue for enterprises.This paper takes the HJT company as the research object, in view of the high turnover rate of R&D personnel, establish model of knowledge based on the theory of brain drain,analysis of its talent structure, inductive statistics of its R&D personnel turnover data in nearly 4 years, system analysis of the brain drain of R&D personnel and the adverse effects of the company. Through investigation and design the questionnaire, survey the data for principal component analysis, after the establishment of the model, test the validity and reliability of the questionnaire data using SPSS Statistics 20.0, the principal component analysis was carried out after the inspection. Summed up the impact factors of R&D personnel lost are: occupation career development, occupation career development, remuneration, working environment, training and enterprise culture. Constructing the influencing factors model of R&D personnel turnover, summarized the deep reason of the company R&D personnel turnover problem as: small occupation space for development, the lack of competitive salary, poor working environment, the few training opportunities and enterprise culture identity is low. On the basis of the above-mentioned study, according to the influencing factors model of brain drain, analysis of R&D personnel will, to find the reasons for the loss, thorough understanding the reasons of their turnover behavior, combined with the author’s theoretical knowledge and work experience, put forward the countermeasures and suggestions for HJT company to reduce the wastage rate of R&D personnel: broaden the career development space of R & D professionals, enhance the competitiveness of the salary system, build a relaxed working environment, increase learning training mechanism, innovative enterprise culture construction. Wish this paper to HJT company and the similar enterprise to solve the problem of brain drain in reference. |
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