Research On The Problem Of Brain Drain And Countermeasures Of L Software Company

In the 21 st century,science and technology has become an important driving force in the development of production.The important carrier of scientific and technological development is talents.The development of talents is very important to promote the progress of enterprises and even the whole industry.In the process of China's economic development,many small and medium-sized enterprises have made great contributions to boost the development of local economy.To a certain extent,it solves the problem of employment difficulty in China.In those enterprises,small and micro software enterprises are an important part.Due to their small scale,small and medium-sized technology-based enterprises can adopt more flexible management methods in the process of operation and management,and have great development space.As a whole,the employees of science and technology enterprises are young and high-quality,so they have the ability of innovation and creation.At the same time,it is also due to the instability of small and medium-sized enterprises,which leads to the gradual serious turnover of knowledge-based employees.Compared with large companies,enterprises lack the system of management,system construction and staff development.These are the main reasons for the serious loss of knowledge-based employees.For small and medium-sized micro technology enterprises,the loss of knowledge-based technical personnel is also serious It may bring a devastating blow to enterprises.As a typical small and micro software enterprise,L Software Company is also deeply troubled by this problem.In order to help L Software Company deal with the problem of brain drain more effectively,this paper will analyze the problem of brain drain of L Software Company and formulate corresponding countermeasures.Meanwhile,it is expected to provide reference for similar enterprises to solve the same problem.This paper studies the problem of brain drain in small and micro software enterprises and the countermeasures.By collecting and reading a large number of literature on the brain drain of small and micro software enterprises,this paper expounds the research background and significance of the subject,combs the research status at home and abroad,and introduces the research methods used in the research.Combined with the knowledge learned in the course,sort out the concept and theoretical basis related to the subject research.Based on the introduction of the company's basic situation and talent management,a questionnaire survey is designed to investigate the problem of brain drain.By simply sorting out the results of the questionnaire survey,the problems existing in the company's brain drain and the causes of the problems are found out,which are mainly reflected in the stimulation of knowledge-based employees Unreasonable incentive mechanism and imperfect promotion mechanism;imbalance of social environment is also one of the reasons for the loss of knowledge-based employees;small and micro enterprises,due to the size of the enterprise,can not receive good training in their career,which is not very helpful to the improvement of technology.These are the problems that lead to the loss of knowledge workers in small and micro enterprises.Finally,according to the actual situation of the company,combined with relevant theoretical knowledge,from the incentive mechanism,career development planning,creating a harmonious working environment,improving staff training and other aspects to formulate countermeasures to prevent the loss of knowledge-based talents,so as to design corresponding safeguard measures for the smooth implementation of the countermeasures.The purpose of this paper is to make a series of preventive measures to improve the competitive power of the enterprise in the industry through the research on the problem of knowledge-based talent drain of L Software Company.The solution to the problem of brain drain in small and micro enterprises is not only beneficial to the development of enterprises,but also to the interests of employees themselves.It is hoped that the research results of this paper can not only solve the problem of knowledge-based brain drain in L company,but also have certain reference significance for other similar companies.