Any cases, stories about staff turnover that led to serious problems? The ancient and modern, national enterprises can be!

This a lot of, with the intensification of corporate competition, the competition for talent is also increasingly fierce, the flow of talent is bound to get faster and faster, which will ultimately accelerate the survival of the fittest. Talent is the most active elements of social production, for each enterprise: "get the talent to get the market, get the talent to get benefits" has become an objective law. This is because talent is the most valuable asset of the enterprise, is the most profound vitality of enterprise development, is the determining factor of enterprise survival. Competition in the market, in the final analysis, is the competition for talent, intellectual competition. The strength of the competitiveness of enterprises mainly depends on the number and quality of talents and the degree of their talent to play. However, in the face of jumping from one talent to another, each enterprise has to be badly affected by the plague of talent loss. 2003 National Talent Work Conference was held, the work of talent to a new strategic height, clearly put forward in China to take the road of talent to strengthen the country has no choice but to take the strategic slogan. This paper is in the meaning of talent re-understanding of the premise of the current problem of brain drain in China. Its content mainly includes: First, the important role of talent in the knowledge-based economy and society, the National Talent Work Conference to give talent the meaning of science, changing the 82 years since: with secondary or post-secondary education, with a technician or a technician or equivalent professional and technical positions above the standard, emphasizing the character, knowledge, ability and performance as a measure of talent as the main criterion, and strive to achieve the scientific concept of talent is not meritocracy, not meritocracy, not meritocracy, and not meritocracy status. The 20th century, no matter which link, are inseparable from high-quality talent, the demand for talent, is the first need of the knowledge-based economy and society. Second, the current situation of talent flow at present, China's talent flow is extremely frequent, the current situation of talent flow is: the state-owned enterprises of the talent turnover rate of more than 15%, most of the talent flow to foreign enterprises or private enterprises; foreign enterprises has been a relatively stable rate of talent flow rate, in recent years to remain in the 6% to 7% or so, the flow of talent characterized by the flow of the general circle of mobility; the private sector and the private sector of the talent turnover rate remains high, the direction of multi-directional and complex. Talent flow direction multi-directional and complex; popular industry talent flow with the market "trend" to go, the flow of talent is not fixed. In the west, economically backward areas, the brain drain is an urgent problem. Third, the reasons for the loss of talent and its adverse effects for any enterprise, a reasonable flow of talent is normal, it has a positive role in promoting the development and innovation of enterprises, but when the outflow of talent and the inflow of the balance between the inevitable will bring irreparable losses. This paper mainly from the talent itself, enterprise factors, social factors, three aspects of the analysis of the reasons for the loss of talent. But no matter what the cause, as long as there is a loss of talent, will have an impact on the enterprise, individuals, society. The impact of the brain drain on the enterprise: caused by the increase in costs, such as recruitment costs, new employee training costs, productivity to reduce the cost increase; interference in work performance; so that the company's image is damaged, there can be caused by the collective job-hopping; resulting in the loss of technology or leakage of trade secrets; the loss of sales staff may cause a reduction in customers, thus reducing the return on investment in corporate training; key moments, the loss of critical talent caused by the Loss of policy opportunity costs. The loss of talent also affects the outflowers themselves. When the outflowers do not know enough about the enterprise they are going to join and go out blindly, it is extremely unfavorable to their own development, and will certainly harm the original development of their careers. It is very difficult for an employee who is a frequent outlier to be given a high position in any organization or to receive a high investment in human resources. The decision maker of the brain drain is the individual outflowers, which, from the perspective of social development, results in the uneven distribution of human resources and the loss of the country's long-term interests. Accordingly, the state and enterprises should analyze the reasons in the construction of talent management mechanism and take timely measures to save to control the brain drain. Fourth, the measures to control the loss of talent according to the current talent work facing the new situation, our party has been on its own historical orientation of the change and the transformation of the leadership mode has a high degree of consciousness, thus put forward the talent work must adhere to the party management talent, people-oriented principle. In addition, because the party and government personnel, business management personnel, professional and technical personnel is the main body of China's talent team, in order to adapt to the needs of different talents, in the current talent work, but also adhere to the principle of differentiation of different talents. Only in this way can we realize that everyone can be talented, all kinds of outstanding talents to stand out. In view of the reasons for the loss of talent put forward earlier, to control the loss of talent mainly from the following aspects: 1, the establishment of a scientific and reasonable recruitment mechanism Any enterprise should be in the recruitment of the initial gate, as far as possible to do to put the right talent in the right position, to examine the candidate's values and the values of the enterprise whether the match. In the recruitment should also pay attention to the reasonable matching of the talent structure, to achieve the purpose of making the best use of talent, talent to the fullest. 2, the implementation of career development program enterprises can set up career goals for employees and help them realize the career plan to reduce the chances of talent loss, and can be in the process of communication between the two parties to grasp the information in a timely manner, in order to effectively retain the talent. 3, with a unique corporate culture to attract talent National Talent Work The meeting clearly pointed out: talent work to grasp the three links of training, attracting and utilizing talents. And healthy and upward corporate culture in the enterprise to create a vigorous, enterprising, harmonious corporate atmosphere and spirit, for all employees to shape a strong spiritual pillar, the formation of employees and enterprises indestructible interests **** the same body, can do a good job of attracting talent in this link. 4, to build a comprehensive and systematic training program in the training process, on the one hand, can make the enterprise in accordance with a certain systematic objectives, planned, Systematic organization of its employees to update their knowledge, improve skills, to create more profits for the purpose of the enterprise; on the other hand, to meet the purpose of self-improvement of the staff, so as to be able to retain talent. 5, full staff authorization full staff authorization to strengthen the staff's sense of ownership of the work, and always be concerned about the growth of the company, the heart of the same idea, the strength of the same, so as to achieve the goal of reducing the brain drain, stable 6, the establishment of incentive-based compensation system enterprises should be based on market changes, employee performance and work ability to build a reasonable, fair and just salary levels. The implementation of special people special pay system to attract outstanding, special talents; with stock options incentives, help to retain talent for a long time.