Research On Brain Drain Of An Enterprise Producing Chinese Herbal Pieces In Jiangxi

In early 2017,China began to formally implement the "Chinese Medicine Law of the People's Republic of China".The implementation of this law has effectively protected the market economy status of the Chinese medicine industry in China,laid the foundation for the development of medicine,and also provided Chinese pharmaceutical enterprises with After the law was promulgated,China's pharmaceutical industry developed rapidly,and the industry began to gradually enter the sales market and enter the public's vision in line with the goal of inheriting the development of traditional Chinese medicine.As one of the three pillar industries of the traditional Chinese medicine industry,the traditional Chinese medicine decoction industry has continuously increased market capacity,and it has entered a new period of comprehensive and rapid development.As the market becomes larger,more and more companies enter the industry,and the relevant professional talents will appear to be scarce for a time.Therefore,the competition for the development of the industry gradually becomes a competition for talents.The more talents,the better the team of the enterprise.Development will be better.If enterprises want to develop well,they must master a large number of talents,so controlling the loss of corporate talents is also a means for enterprises to win in the industry competition.In recent years,although there are more and more literatures on the study of brain drain,but on the issue of brain drain in the traditional Chinese medicine decoction industry,there are more and more studies on brain drain in the society.For the Chinese medicine industry,an industry with great development prospects in China,there are not many research literatures about the brain drain in this industry.Therefore,this article is based on the theory of human resource management,through interviews and questionnaires.Analyze the reasons for the loss of talents in Chinese herbal medicine production enterprises(hereinafter referred to as company A),understand the importance of talents to the company,understand the status of company A's talent management,summarize and analyze its existing problems,and discuss the problems to Company A provides useful suggestions for daily management activities.The analysis of the questionnaire found that the problems of the brain drain of company A mainly concentrated on: incomplete salary structure system,insufficient core attraction of the company,inadequate company promotion system,personal work value cannot be fully reflected in the work,not in the enterprise These five aspects of a strong sense of belonging.Through a semi-structured interview,the company'semployees were surveyed in depth,and the results finally showed that the factors that caused the company's brain drain were not caused by a single factor.The company's brain drain may be due to the company's poor treatment and no room for improvement.,Insufficient affinity between the company and employees will be the reason for the employee's departure;secondly,the loss of talent is not only closely related to the company,but also has a certain relationship with the employee.The personal pursuit of the employee is different from the direction of the company's development,or the strength of the employee is not strong,The technology is not mature enough,etc.A company's atmosphere,employees' working environment,the company's salary and treatment for employees,whether the company gives employees protection of life and work,etc.,whether the company respects employees,etc.,a series of factors may lead to brain drain and employee departure factor.The paper proposes the following solutions to the above phenomena:(1)Promote refined management,starting with five aspects: management philosophy,management process,management system,team building,and assessment and incentive;(2)Reform the salary and welfare system and enrich the salary system(3)Construct an effective training system with diversified training content,forms,and cycles;(4)Reconstruct the talent performance evaluation and promotion system,implement performance evaluation and promotion evaluation;(5)Create a good working environment,and pay attention to the Communicate,care about employee growth,and regularly conduct employee loyalty surveys.