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Countermeasure Research on the Talent Drain of S Construction Enterprise

Author: YangLianWen
Tutor: WangYiMing
School: Shandong University
Course: Business Administration
Keywords: Construction companies Brain drain Turnover intention
CLC: F426.92
Type: Master's thesis
Year: 2011
Downloads: 304
Quote: 1
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As human resources become the core competitiveness of enterprises, talent is playing an increasingly important role in enterprise. Inter-firm competition for talent has led the phenomenon of brain drain become more and more serious, brain drain is increasingly becoming a trend, so that business managers is a big headache. Construction industry is a labor-intensive industry; its work flow is strong, hard working conditions, workload characteristics of the work to make this big industry, particularly the lack of talent. In particular, with China’s accession to the WTO foreign companies enter the Chinese market; compete for talent with their advanced management system, leading to higher pay and benefits a large number of domestic enterprises has been poaching talent. This gives domestic enterprises brought great harm, resulting in higher costs, and affect the efficiency of enterprises.S construction business as a state-owned enterprise in a market economy, it faces the external competition, a lot of brain drain induce human resources managers working in the recruitment, loss cycle. Recruit can only introduce talent, how to retain talent and reduce the brain drain rate is the important work of S construction business. Reasons for the loss of talent to understand the trends and characteristics of the brain drain is proposed to improve the response, the S construction enterprises is of great significanceBased on it, this paper study the reasons for brain drain of S Construction Company, first according to the interviews of some former employees,we find the reasons of brain drain, and its distribution, and then combined with previous research design questionnaire, research the employees of S construction companies turnover intention.S construction enterprises to further explore the cause of brain drain causes and investigate the reasons for employee turnover predictors. Finally, from the individual, organizational and social dimensions of three recommendations to prevent brain drain.Through an empirical research, we get conclusions as follows:(1) The reasons of brain drain of S construction companies:the work environment, job mobility, family reasons, work load, work pay and benefits, career development6 reasons. The predictability to the brain drain gradually reduced from high as the six reasons;(2) individual characteristics have an impact on turnover intention variables:age, job level, work experience, engage in professional;(3) Different gender in job mobility, family reasons, and the workload has a significant difference;(4) The family cause, workload, pay and benefits has a significant difference in different ages in;(5) Education has no impact on the reasons of employee turnover;(6) Different levels of job has a significant difference on the work environment;(7) Different work experience has significant differences in family reasons, pay and benefits, career development work experience on the(8) Career development has significant differences in Different professional.

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