Done- Causes and Solutions of Brain Drain in Companies PDF

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this assignment discussed about the causes and solitions of brain drain in malaysia companies. also we provided some recommendations to reduce this issue....

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Abstract

Human resources are a crucial resource for enterprises. In the overall operation of enterprises, in order to improve the overall efficiency of human resources, staff members need to continuously train their own comprehensive quality, and relevant staff members also need to actively develop the application potential of human resources, so that the staff within the enterprise master a variety of skills, so that the development of the enterprise can be effectively promoted. And how to do the introduction of talents and how to carry out the cultivation of talents in the development process is a management content that managers need to pay attention to. The introduction of talent and talent loss is one of the main reasons that affect the operation and management of the enterprise, and the relevant staff need to focus on the analysis of the reasons for talent loss and carry out a series of talent introduction and retention strategies based on the relevant issues, so as to help the enterprise maintain a stable and good state of development, so that the future development direction of the enterprise can be effectively determined.

1.0 Research Background

Talent is a relevant factor to ensure the proper development of the enterprise, and the improvement of the comprehensive quality of human resources also means the improvement of the overall quality of the company in the process of operation, especially the modern core talent, when training, the competition between companies is also the competition of core talent, only the core talent ability and quality of the enterprise is cultivated, so that the overall state of the enterprise in the process of operation can be optimized. On the contrary, if the enterprise does not establish a good core talent management, it will lead to a large number of talent losses in the process of business, and the enterprise in such a state cannot grasp the future development direction will produce great constraints on the future development of the enterprise. The serious loss of talent will cause the normal operation of the enterprise to be affected. When the loss of talent, firstly, there will be a series of economic losses, in general, in order to make employees competent for their positions, enterprises often pay more energy and time to train employees, and employees in job training also involves a series of additional expenses, and even some senior staff also need to provide enterprises with further training fees, etc., and the loss of employees will lead to the emergence of enterprises The situation of wasted human resources investment. The loss of a large number of talents may also have an impact on the normal planning of the enterprise, the lack of talent will lead to a lack of normal team building, and will also have an impact on the stability of the entire team, presenting a bad model specimen and the peaceful employees will be greatly affected, leading to the prevalence of utilitarianism in the talent team.

2.0 Overview of the causes and responses to the analysis of the current situation of the recruitment and loss of talents in companies

In the relevant research and survey, it is shown that human resources are the most important strategic and wealthy resources for enterprises to get effective development, and the strength of enterprises can be shown to a certain extent by the talents contained within the enterprises. The introduction of talents refers to the enrichment of human resources by absorbing talents from the society or other enterprises in the process of development, while the loss of talents mainly refers to the resignation of a large number of human resources with high titles and high skills in the process of operation. In the relevant survey and research, it is found that the possibility of the loss of talents with doctoral degrees and associate titles is the most widespread, and the loss of a large number of talents will directly lead to the inability to effectively apply human resources within the enterprise, and the mobility of personnel is large, which is also not conducive to the establishment of a stable human resources team within the enterprise, leading to the unstable and turbulent situation of the enterprise, and the stability of other talents will also In such a situation, it may also cause a vicious circle, leading to the collapse of the enterprise's talent resources.

With the continuous development of science and technology in recent years, science and technology has driven various fields in a state of rapid change, the rapid pace of economic development our country in recent years has greatly shortened the distance between our market and the markets of developed countries, to a certain extent, the development of modern enterprise technology has been effective innovation, and the level of patent inventions in our country is basically on a par with that of developed countries in Europe and the United States. However, it is worth noting that about 50% of invention patents in the world still belong to developed countries. The reason for this is that our enterprises cannot make effective use of resources in the development process, and lack the corresponding theoretical support in the allocation of human resources, and the working ability of relevant staff is also obviously insufficient. The development of the enterprise is equal to the development of the staff, and the development of the staff helps to promote the development of the enterprise, and the win-win state of mutual help is formed between the two, which can make the development of the enterprise sustainable and effective. Therefore, the relevant staff

must focus on the optimal management of human resources and set up a perfect management system, so that the quality of our market construction can be improved.

The recruitment of talents is crucial to the company's development. Talented employees can help the company to create a sound management system and achieve good results in the process of operation. The talent recruitment can inject new blood into the development of the company, and can make the whole talent team of the company with strong vitality, so that the company can get enough innovation in the development process, which is also the basis of innovation in the development process of the company. The most important thing for the development of the company is the optimization of human resources, and the introduction of talents can make the normal operation and development of the enterprise be promoted. Through the effective introduction of talents, it can help the relevant staff to carry out a series of business activities more smoothly, and in this way, the overall management system of the enterprise can be optimized.

2.0 Causes of talent loss in the company 2.1 Individual companies' management concepts and management methods stick to the rules

Many enterprises have obvious administrative characteristics in their management, and they ignore the management of ordinary employees and focus on the preferential treatment of administrative managers, which leads to the fact that ordinary employees cannot get the corresponding treatment and do not get the corresponding care and sense of belonging in the enterprise, which leads to the overall quality of the enterprise in the development process being affected. In addition, ordinary employees in ordinary enterprises seldom have the opportunity to participate directly in the senior meetings of the enterprise, and they are not able to participate in the senior decisions of the enterprise, which leads to many outstanding talents' abilities not being effectively brought into play, and often in such a situation, they are prone to resign or take the initiative to jump ship to obtain better personal development.

2.2 Lack of integrity system

When talents flow within the enterprise, although the enterprise gives corresponding preferential treatment to the talents, many talents do not follow the corresponding moral code in the process of accepting the camping of the enterprise, and constantly make use of the high-level talents. Companies attract talents with money or other benefits, through these costs of investment although they get the corresponding talent, but this kind of talent often has a high concern for the interests, the enterprise does not cultivate the loyalty of the talent after obtaining the talent.

There are even individual enterprises in the process of talent

introduction to choose the way to draw a big cake to its use, not only the lack of integrity of the unit, so for the employees themselves also have a certain impact, so the current situation between the two talents and enterprises show mutual distrust and resistance to each other, the enterprise is not willing to invest more resources to train the talent, and the talent for the enterprise does not have the corresponding emotional and As long as the interests are up to the standard, they will find another way or ask the company to give better benefits.

2.3 Factors of talents themselves

There are many factors that lead to the flow of talents, which not only include basic remuneration and spiritual factors, but also depend on the talents' own value concept. Many talents think that they need to constantly seek units suitable for their professional development in the development of enterprises. It should not be overlooked that the senior talents in the enterprise are senior intellectuals, and these talents are clear about their career planning, if the enterprise can not provide the corresponding research direction or development prospects for the talents, or can not meet the expectations of the talents when choosing the treatment, the talents will choose new career expectations in the development process, and will also choose better treatment and development in the market The talent will choose a new career expectation in the development process, and will choose a region in the market with better pay and more space for development to realize their value.

3.0 Responses for talent loss in enterprises 3.1 Build a correct view of human resources

The traditional concept of enterprise management emphasizes hierarchy, position and status, administrative nature, and lacks attention to the emotional needs of employees. The modern scientific concept of enterprise management should focus on highlighting the main position of the staff, the staff as the center, to reduce and prevent the influence of the "official position". The unit should establish the concept of service to employees, through many channels to encourage employees, sufficient to stimulate and mobilize the initiative of the work of employees. In the enterprise, the staff of this profession because of the relatively independent marketing work, staff among the usual loose contact, not easy to form a sense of team and a sense of belonging. The unit can be strengthened through the establishment of discipline groups and other forms to increase the sense of belonging of employees. In addition, to create a good emotional environment, to promote the staff in the unit can feel the power of the team, the warmth of the group, feel the leadership of its respect and care, the heart of the staff will be stable, will not sprout to leave the will. Therefore, the unit should provide conditions and channels for employees to join the management and decisions of the unit, and take the initiative to promote the unit information disclosure regulations to protect the right to know and the right to adulteration of employees.

3.2 Build a sound human resource management system

Nowadays, many enterprises use the general annual summary, democratic evaluation and other traditional forms of implementation of the inspection. The method lacks objective indicators and does not adequately reflect the positive value of the inspection. A complete and effective performance appraisal system should have strong relevance and practicality, on different employee levels, different job characteristics to set up different methods of investigation and performance goals. The specific content of the enterprise performance inspection contains quality inspection, research ability inspection and marketing results inspection. Marketing is the key and key step for enterprises to cultivate talents. Many units

for the quantitative indicators of staff title evaluation, overemphasize the scientific research ability of employees, but the lack of corresponding attention to the marketing steps, resulting in many employees do not have the motivation of marketing. Enterprises should build a fair and scientific marketing evaluation index. Marketing evaluation indicators should present the clarity of marketing objectives, the rationality of marketing methods, and the foresight of marketing content. Enterprise managers should quantify the above content and gradually implement the assessment of each item, and according to the performance evaluation, the construction of scientific and appropriate compensation system.

3.3 Provide suitable future opportunities for employees

The management of the enterprise should intervene at the first time to understand the real reason for the resignation after knowing the information of the outstanding talents. If the resignation is due to the difficulties they face, they should take the initiative to solve the difficulties they face and sincerely implement retention. After sincere persuasion, but still insist on resigning, we should give sufficient understanding and maintain a good relationship after their departure. About individual very good talents and some sought-after professional talents to be sure to prevent the loss, about some unqualified or lower replacement cost of staff, cannot focus on retention. Moreover, the management of staff again, need to provide good future development space for employees, and this development space is not set up for employees to draw a big pie to fool, but sincerely for the future of the staff to think about, managers in the management of human resources, want to retain talent, the most important point is to heart to heart, to understand the heart of the employees, so as to make The quality of human resource management is optimized, and considering the future development of employees is not only helpful for employees, but also when employees get a piece of their own world in their positions in the enterprise, the sense of achievement of employees will be greatly enhanced, which can also make the loyalty of employees to be enhanced and help improve the quality of modern human resource management so that the development of our country can be further optimized.

4.0 Conclusion

In talent management, enterprises need to grasp the talent through reasonable salary level and development direction, but also need to strengthen the construction of corporate culture and morality, through the construction of psychological and moral contract with the talent, can make the morality of the talent to produce a certain degree of restraint, on the one hand, can make the employee's loyalty to improve, on the other hand, can also help to reduce the occurrence of brain drain. Therefore, enterprises must build a good corporate integrity environment, and set up a good corporate culture within the enterprise so that employees are aware of the value of integrity in their work, and realize that the enterprise treats employees as family, so that employees can form a complete integrity concept in their minds, and through a certain contract management can help to bind the talent, reduce the possibility of talent flow, increase the cost of breach of trust, by this approach can help to improve the quality of talent management....