In recent years, the reform process of the state-owned enterpriseshas been accelerating, to a certain extent, it has touched the original pattern ofinterest. In the process of participating in the market competition, most of theemployees get out of the previous outlook on job selection, jump out of thepersistence of the “iron rice bowl”and begin to contrast the enterprises fromvarious aspects, although China has a state of state. Enterprises still occupy acertain competitive advantage in the talent market, but still feel the importanceof employee turnover in the reform. Because employees begin to chooseenterprises and jobs that can meet their own development from the developmentprospects, salary treatment, welfare level, working environment and atmosphere.
Why is there a brain drain in state-owned enterprises with naturaladvantages? What is the demand for technology talents? How can we effectivelycontrol and avoid the problem of brain drain in state-owned enterprises? Thisarticle has been written on these questions. Through in-depth investigation andResearch on the heavy coal machinery Co., Ltd., this paper analyzes the currentsituation and characteristics of the brain drain of too heavy coal machinery Co.,Ltd. and its impact on all aspects, and explores the real causes leading to the lossof talent, and then puts forward the corresponding countermeasures to alleviatethe brain drain. This paper hopes to attract the attention of managers of state-owned enterprises to the problem of brain drain, improve the managementlevel of the human resources of the state-owned enterprises, and then improvethe competitiveness of the state-owned enterprises. As the central provincialcapital city of Taiyuan, Shanxi Province, the in-depth understanding and fieldinvestigation of the old state-owned enterprise too heavy coal machinery Co.,Ltd. will help people to know more truly the overall situation of the difficulttransformation of the resource based enterprises at the present stage.
In the first two chapters of this article, the author expounds the writingintention and method of writing, and gives a brief review of the related researchin the academic field, and discusses the related concepts and theoreticalfoundations. The third chapter describes the current situation of technicalpersonnel loss in Tai Zhong Coal Machine Co., Ltd. In the fourth chapter,through the case study and questionnaire survey, we find the existing problemsand analyze the reasons behind it. In the fifth chapter, based on the actualsituation of the heavy coal machine, aiming at the existing problems, the authorputs forward some feasible ways to improve it. Although it is aimed at thespecial research of the heavy coal machine limited company, it is hoped toprovide useful reference for the human resource management of the vastresource - based state-owned enterprises in our country.
Although there is a lot of research on the problem of brain drain, theresearch is relatively weak, and the research on a particular state-owned machinemanufacturing enterprise is relatively small. This paper studies the problem of brain drain in the company limited by heavy coal, and goes deep into thecompany. Through interviews with the lost talents and questionnaire survey tothe employees of the company, this paper analyzes the main reasons that affectthe turnover of the company employees, and puts forward the countermeasuresand suggestions to alleviate the problem of brain drain. The division of humanresources management has made useful suggestions. It also provides a referencefor other similar enterprises. With the method of interview and questionnairesurvey, this paper deeply analyzes the problems in the human resourcemanagement of too heavy coal machine Co., Ltd., analyzes the causes of thebrain drain, and explores the countermeasures to solve the brain drain.
Keyword: State-owned enterprises;Taiyuan heavy coal machine Co.;Technician;Brain drain