Research On Brain Drain Of A Construction Group

The development of enterprises requires the promotion of talents.Talents embody the competitiveness of enterprises in the market.On the one hand,enterprises retain talents,especially technical talents,as the prerequisite for development.On the other hand,with the development of China's market economy and the improvement of the human resources market,as well as the continuous growth of people's material and spiritual needs,the flow of talents is frequent in order to seek high salaries and good living conditions,resulting in the loss of talents in enterprises.The more serious,this phenomenon is particularly common in the construction industry,where technical talents in construction companies are constantly leaving.Therefore,it is extremely urgent to explore the brain drain of construction companies,especially the reasons for the departure of skilled personnel,and how to prevent and reduce the brain drain.This article will study this series of issues.First of all,through the description of the concept of brain drain and basic theory,it shows that talent plays an important role in the development and survival of a company.It is one of the core competitiveness of a company in the market,and it is combined with the characteristics of a construction company to prevent talents.The special significance of the loss.Secondly,the A Construction Engineering Group was selected as the object to analyze the brain drain of the group.The first-hand data and data were collected through interviews and questionnaires.The above data was used as the basis for research to understand the brain drain of the A Construction Group.In particular,the main reason why senior technical personnel leave the company is to use SPSS software and other empirical analysis methods to obtain the key reasons why the group members choose to leave.According to the statistics of A-building Group's human resources,combined with the gender differences of professional and technical staff,age division,professional division of labor and technical level,it is found that the A-building Group's brain drain is serious and the turnover rate is high.Most of the groups are senior engineers and management personnel.From the company's inflow into economically developed areas,most of the employees do not exceed 40 years old.This proportion reached 82.8%,and 74.4% of employees resigned due to their dissatisfaction with salary.Finally,with the key crux as the breakthrough,we propose corresponding preventive measures.In accordance with the three stages of the brain drain,the three stages of individuals,organizations,and society,we will explore effective and effective solutions.Individuals should have complete and accurate self-recognition,be able to establish a correct view of career choice,and fully understand the work to be performed;enterprises should establish sound and effective incentive mechanisms,reasonable compensation distribution systems,and establish early warning mechanisms for brain drain.The introduction of large talents and the development of human resources,improvement of staff education and training system,increase the training of technical personnel,pay attention to the concept of using people to enhance corporate cohesion,develop a complete career development plan;the society must establish and improve laws and regulations,promote talented people to have Order competition and reasonable flow.