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Rating methodology and credibility are the fundamental value of rating companies. Rating methodology by analysts to create, improve and use, and eventually form a rating of the company’s social influence. Various credit rating report is to provide investors with the main product of the producers of the report - the report’s authors, which is commonly referred to as an analyst and rating companies the most important means of production. The man who can be able to provide accurate credit ratings, is not other people, but an analyst. High-quality analysts are very important to the credit rating companies.First of all, excellent corporate governance structure of intellectual individualism and authoritarianism there are serious drawbacks. Secondly, the specialized division for labor causes a lot of workers and much operational cost. In addition, the specialized division of labor is too small and makes the work to single. Long-term workers will bored, and the feelings can lead to job-hopping. The appraisal system and compensation are related to the assessment methods directly. But the standard is difficult to assess, as well as the reward is unfair.Fairness in pay, the analyst’s basic wage is determined according to qualifications. Master of employee’s basic salary is only $4,000 per month, while the basic wage of up to a Dr. analyst $8,000 per month, post-doctoral researcher in $9,500 per month. In the current Doctor "parallel imports" More and more the context of such a large gap caused strong resentment among the master’s degree. After investigation, the authors found that the credit rating industry analyst with several other companies average wage level of $10,000 per month. This pay level is only the superior Dr. analyst can be achieved. This allows Uchi company analysts the company was strongly dissatisfied with the work of 1-2 years on the job-hopping of analysts ahead of a great proportion of master’s degrees analyst.Employee turnover cost the corporate profits damage. Caused by the cost of increased performance and lower labor force participation rate, is difficult to guarantee the quality, morale and other negative effects of the reduction. Credit rating requires a rating of scientific theory, but also need experienced staff for rating. Rating agencies should not only stable rating team should also be through the development of reasonable incentives to mobilize the enthusiasm of staff for rating strengthen the building of the contingent rating, improve credit rating of the quality of work, which is to improve the social credibility of the rating industry, one of the basic conditions.In order to retain the talent, Uchi company must not only satisfy the material required of employees, such as wages, benefits, but also to meet the need of spiritual needs which the analysts required, such as self-actualization, enhance the sense of belonging to the enterprise. Practice, the companies, the owner of Uchi company has seek ways to improve employee loyalty, reform and change are ongoing. In order to make reform even more, according to a feasibility, to achieve better practical results, the authors make the following recommendations.The authors suggest that merger the sector and reduce personnel immediately. At the same time, improve the recruitment, training, assessment and incentive system, and raise the level of salaries and benefits to analyst. Through the above means to achieve stability and analyst teams to reduce brain drain, while enhancing the company’s credibility, and ultimately achieving shared goals, analysts and get a win-win results at last. Of course, the other reform measures, such as the introduction of strategic investors, the implementation of equity incentive plans, the appropriate separation of powers, etc., are all beneficial to Uchi company development.
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