S Technology Company Brain Drain Analysis And Countermeasure Research

With the advent of the era of knowledge economy, who have more talent, who mastered the core technology, who can have the initiative and competitiveness. The competition between enterprises has gradually turned into talents competition, companies are trying to recruit talent.IT industry because of the high product cycle is short, the innovation requirements, the features of technical innovation is quick, reliance on talent than other industries. But, because of the huge demand for IT talents market, and industry characteristics of knowledge-intensive and high treatment, and the transformation of employment concept, IT industry personnel flow more frequent objective phenomenon. The normal flow of talents can inject fresh blood for the enterprise, enhance the competitiveness of enterprises. Without reasonable flow of talent will bring great loss and negative effects. Because of rapid development of industry characteristics,the effects of brain drain to the IT industry faster, more serious than any other industry. How to slow down the brain drain, stable talent team as the IT industry and the priority of each enterprise.At home and abroad based on the theoretical model of brain drain and the basis of literature research, through the theoretical study, literature review and case analysis, the cause of the problem of brain drain of IT industry are analyzed. Analysis of IT industry talent turnover rate is high, is essentially the market is a big demand for technical personnel, at the same time,subject to age limits the development of talent, this creates a lot of talent into the human resources market, and frequent flow in order to get high pay and the development, and leave the industry after reach a certain age. As an official of the United States said, don't put the talent as a reservoir, should be like a river, don't expect it does not flow, and should try to manage its speed and direction.IT industry's talent is like a river, except that IT flow too fast. In addition,the IT industry in 80, 90 as the main force, after their demands are more diversified, high pay,development, training, and work environment are important concerns, mainly small and medium-sized private enterprises, the domestic IT industry, there exist some shortcomings in the management, many enterprises cannot do "people-oriented", to meet their demands, they will eventually choose "job-hopping".S company as a member of the IT industry science and technology, technical personnel composition, erosion are in line with the industry characteristics, in this paper, through the analysis of the specific situation of S company, to enhance the level of human resource management, control the brain drain as the goal, from two aspects of the retention system and early warning system, gives the corresponding countermeasures of brain drain, hoping to provide reference for the IT industry to improve the brain drain problem. Due to technical updates fast, workloads and other reasons, the enterprise is stricter with the age of the technical personnel, so in this paper, based on the employee's age and length of service characteristics,establish recognition system; Early warning system consists of two parts, the early warning management and exit interview, improve company attaches great importance to the degree and the response capacity of the brain drain, thus reducing attrition rates.