The Case Study Of Core Brain Drain In D Petroleum Company

With the deepening and extension of supply-side structural reform,talents have become a necessary factor for companies to achieve high-quality development and the most important part of their core competitiveness.But in reality,the frequent phenomenon of brain drain has caused a heavy blow to enterprises.Therefore,only by analyzing the root cause of the brain drain and taking effective countermeasures,changing management concept and improving the management system,can enterprises effectively prevent brain drain.This paper takes D company as the research object.D company is a diversified enterprise with oilfield shares.D company due to the incomplete human resource mechanism,resulting in the lack of enthusiasm of employees,resulting in a large number of brain drain.This phenomenon is not conducive to the sustainable development of D company,and has become an urgent "blocking point" that D company needs to break through in developing of its core competitiveness.This paper based on many foreign brain drain research results,using literature research,case analysis,questionnaire survey,interview and induction method,using incentive theory,salary management theory,performance management theory,career management theory and turnover theory model.In the form of case paper,this paper introduces D company from four aspects:highly educated employees,technical backbone,middle-level managers and new employees.Combining the problems presented in the case with the theories,in-depth study of the root causes of the brain drain of D company,including: lack of effectiveness of the salary management system,insufficient performance appraisal system,lack of pertinence of training and education measures,incomplete career planning system,and enterprise weak cultural construction.Based on this,effective solutions are proposed,including: improving the salary and welfare system,updating the performance appraisal system,establishing and improving the training mechanism,improving the career management program,and creating a good corporate culture.At the same time,safeguard measures are proposed from the four aspects of organization,system,capital and culture to ensure the successful implementation of the solution measures.It is hoped that through this article,company D can pay attention to the problem of brain drain,and effectively solve the current situation of brain drain in company D,fully mobilize the enthusiasm of employees,enhance the core competitiveness of the company,and create more economic benefits for company D.At the same time,it is expected to serve as a reference and reference for other companies of the same type to solve the problem of brain drain.