A Case Study Of Brain Drain In Y Company

With the economy booming and many China based companies trying to having an edge on the field of development. Now economic market competes fiercer than before. The increasingly acute worldwide economic competition and overall competition between nations are, in the final analysis, competition for competent people. Nowadays, talent as firm's core is more important for a company's competition in market, so talent is more important in a company. Therefore, how to reduce the wastage rate of human resources and to maintain a certain level became the private enterprises facing problems in Dalian.With the further development of the reform, the construction enterprises rinsed sharply.It has made the tremendous contribution to the national economic construction. Also, it has solved the problem of employment in our country. Construction companies relying on talent professional knowledge, giving fully play to talent agency, standardized construction,construction quality has played a crucial role. However, since the overall quality of construction enterprises is not high, lack of HRM concepts, brain drain became a serious condition. Huge loss and waste construction enterprise labor costs, which restricts the development of long-term construction enterprises, also affected the core competitiveness of enterprises, bringing a variety of negative effects.This paper based on Y construction companies. After a brief background of the Y company, citing three typical cases of brain drain of Y company. There are many problems in human resources management. I hope this program will help Y work out the company's existing brain drain confusion, changing the natural talent management, reducing personnel turnover rate,, improving the competitiveness of enterprises. Finally, it can provide evidence for sustainable development of Y company.