Research And Countermeasures On The Problem Of Brain Drain Of Core Technology In A Refractory Materials Company

A refractory material company is a share limited company operating high temperature refractory material,and is currently one of the most major functional refractory material synthesis amorphous refractory material production enterprises in China.In recent years,with the large development of science and technology and socialization production,a free and vigorous market economy makes human resource turnover rapid,a refractory material company faces the problem of the loss of talents,especially the loss of core technical talents,which has caused a significant impact on corporate development.A refractoriness company,as a listed manufacturing company,has the high rate of core technology talent loss which leads to severe damage to the benefits of the company and affects the health development of the company,therefore,how to effectively control the core technology employee loss has become a problem that the company needs to solve urgently.Based on Price Mueller’s(2000)model,this paper considers the effect of mediating variables on employee job satisfaction,organizational commitment and job search opportunities from environmental,individual and structural factors,which ultimately affect employee turnover intention.The causes of core technical talent turnover in a refractoriness company were investigated using an on-the-job employee questionnaire and employee attrition interview,and the reasons for attrition were further analyzed after obtaining actual data.The reasons for the significant loss of employees through the research are presumably as follows: the scarcity of relevant technical talents in the industry,the too low geographical recognition of the region where the company is based,the lack of competitiveness in compensation and welfare,the too small space for the development of the profession,the imperfect training system,and the lack of cohesion in the corporate culture.In response to the above reasons for attrition,this paper proposes the following response strategies and rationalization suggestions: 1.To increase the company’s efforts to attract talents.2.To improve the company’s retention mechanism,improve the talents supporting facilities,improve the quality of talents service,and rely on the government to support and retain the core technical employees in the company.3.To improve the employee compensation and welfare competitiveness and emphasize the fairness of compensation,optimize employee’s compensation structure,enrich welfare programs,and sound performance incentives;4.To broaden the promotion channel of core technical talents and establish a fair promotion system in the company,do a good job development plan for employees,so that core technical employees can achieve their own value in the company;5.To have a sound training system,and strengthen the pre employee training needs score before training Analyze,and carry out a fine management of the content of the training curriculum,attach importance to the development of training faculty,and sound training supervision mechanisms;6.To construct the core enterprise culture,the company culture must adhere to the person centered,implement and realize innovation of the enterprise culture.This paper examines the phenomenon of significant loss of core technical talents in a high temperature resistant materials company and,after identifying the main influencing factors of core technical talent loss,offers a solution for how to reduce the turnover phenomenon.At the same time,it provides a reference basis for the cultivation of technical talents,the introduction of high-education talents,and the promotion of long-term stable development of the industry in China,represented by a high temperature resistant materials company.