Research On The Brain Drain Of Y Future Company

In the knowledge economy times, the core of competition among enterprises is knowledge capital. Talent as the carrier of intellectual capital, the promotion of economic efficiency of enterprises is very significant. Talent management has become the main content of enterprise management. From the current actual situation, most companies blindly pursuing economic benefits and ignored the real demand of employees, which is reducing the employee's work enthusiasm,accumulation of excessive negative emotions,intention of resigning become increasingly intense, eventually causing the talent loss.Futures industry is a new financial derivatives industry in recent years. There are 150 domestic Futures Company, of which 60% are less than 200 people in small and medium-sized Futures Company. In the background of financial transformation, how to win in a large number of small and medium-sized Futures Companies and how to compete with large Futures Companies, it depends on talent. Talent is very valuable for small and medium-sized Futures Company. Due to the current Futures Company talent flow more and more frequently, the talent has become the first problem should be solved.This paper refers to the domestic and foreign employee turnover model and employee turnover theory, through the questionnaire survey and interviews, summarized the Y Futures Company human resource management major problems are: salary system is not reasonable, the performance evaluation system of poor operability, the training system is not perfect, and uncertain prospects for personal development, communication is not smooth, emotions are too negative and irrational management issues. For Y Futures Company in the human resources management problems, combined with the employee motivation theory and the actual situation of Y Futures Company, it is proposed that Y should set up a reasonable human resource management system, improve and perfect the rules and regulations of human resource management, strengthen the communication with employees and fully understand the needs of them. In order to retain the company's core talents, Y's employees should be targeted to the differentiated management.I hope that through the study of the brain drain of Y Futures Company, summed up the problems of human resources management of small and medium-sized companies in the futures industry, to find ways to improve the level of human resource management of small and medium-sized Futures Company, in order to expand the small and medium-sized Futures Company in the industry competitive advantage,for the company's future development strategy for talent protection, and thus effectively promote the domestic futures industry.