Strategies to reduce the brain drain to reduce the brain drain, to be from the business management and human resource management aspects of the countermeasures: 2.1 by the pay and conditions are still the state-owned enterprises, for example, 50% of the reason for leaving is not satisfied with the income situation Therefore, to improve the treatment of employees is an important means to retain talent. Treatment of employees consists of two parts, material benefits and spiritual benefits, sometimes called the external treatment of (ex? Juan trinsic rewards) and intrinsic benefits (intrinsic re? Juan wards). Mainly refers to the remuneration of material benefits, such as salary, variable pay, benefits, etc.; the spirit of the work of the treatment is the sense of achievement, responsibility, and by the degree of attention to personal influence and valuable contribution to the other material benefits (1) the role of wage jobs very important and should maintain its impartiality, to ensure internal and external wage system consistency, but not the absolute average. Enterprise and its competitors, the same jobs within the enterprise between the wages vary somewhat. However, other forms of incentive compensation or treatment will balance the difference. Wage system so that employees know is necessary, if an enterprise's wage system is based on the average level of similar enterprises, businesses should let employees know the situation and explain the difference in time. If the wage level is relatively high, businesses should let employees know clearly the situation. Does not guarantee higher wages to retain employees, but the low wages will be "off" employees. (2) variable pay in many forms, including sales commission, individual incentives, group incentives, profit sharing, stock option awards and special contribution. Most companies have adopted a floating wage system. Delayed the release of some form of variable pay, can indeed play a role to stabilize the staff. (3) refers to corporate welfare is higher than the statutory minimum standards for staff pensions, housing benefits and medical insurance and other benefits programs. Housing loan companies plan their operations, to a large extent the heart of employee retention. 2.1.2 Treatment of the spirit of the spirit of the characteristics of the treatment has a hidden, it is often easy to ignore the staff and managers. First in hidden features: mental treatment, compared with the material treatment, mental treatment is not so easily measured as the material benefits and measure, it is difficult to be clearly defined, discussed and compared. So, in talking about treatment, employees and managers tend to focus on material benefits, spiritual benefits are often ignored. This is also reflected in subtle: employees expressed dissatisfaction with the treatment of mental time, often less emphasis on physical treatment. For example, some employees complained that: "Every day I want to be so much gas, why did it take a little pay?" Or said: "I so boring and tedious work, wages should be higher, right?" Managers often In the absence of clear to staff complaints prior to the blind material benefits to improve employee. Of course, you can temporarily make up for material benefits to improve people's dissatisfaction with the treatment of mental, but it does not fundamentally solve the dissatisfaction with the treatment of employees caused by the spirit of the management of conflict. Therefore, the methods used to improve material benefits to compensate for dissatisfaction with the spirit of the treatment is worth the candle. If things continue this way, enterprise compensation management may also be caught in a vicious circle. Only the spirit of enterprise managers understand the importance of treatment in order to fully grasp the needs of employees. Managers can improve employee management to improve staff satisfaction on mental treatment. In addition, given the work of staff management and control of their right to freedom of the spirit can also increase employee satisfaction with the treatment play a positive role. 2.2 by the cause of keeping an enterprise is promising, if attractive, is to determine the human ability to achieve the prerequisite of self-worth. Especially for large state-owned enterprises, faced with the serious brain drain situation, should take into account whether a company's own attractive enough, it can provide talent development and self-fulfillment space. Therefore, the state-owned enterprises must develop a good mechanism for human resource development: 2.2.1 ability to locate job candidates and companies who use the principles of the arrangement, once extension is "the person Shegang" approach. With changes in economic environment and enterprise development, which has restricted the development of enterprises is an important factor, more and more people recognize shortcomings and replaced by the "post set of people" approach. Furthermore, it should focus on capacity positioning principle that enable the new (and groups), based on ability to set position, the "ability of other posts", and constantly create new growth points, which is the enterprise in a market economy can be an important aspect of survival and development has reached the length of the input can enter the 9999 character limit
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