According to experts' prediction, the contribution rate of technical knowledge to economic growth will increase from 5%-20% to 90%. Peter drucker once said: "Enterprises have only one real resource-people". In the era of knowledge economy, intelligence has replaced market share as the most important symbol to measure the success of enterprises, and the competition among enterprises will become more intense. For small and medium-sized enterprises, in addition to enhancing their own strength, it is more important to attract, motivate and retain talents. From the perspective of domestic small and medium-sized enterprises, this paper comprehensively analyzes the brain drain of small and medium-sized enterprises by using modern management theory, human resource management theory, organizational behavior and other related knowledge. On the one hand, the article introduces ...
[2] Wang Shubin. Study on the Countermeasures of Brain Drain in Changsha SMEs [D]. Tutor: Tang Yufeng. Hunan Agricultural University, 2009
With the human society entering the era of knowledge economy, human resources have gradually replaced material resources and become the first resource of enterprises. After China's entry into WTO, global multinational companies entered the China market on a larger scale, which made the competition in the domestic talent market more intense. As an important force in China's national economy, small and medium-sized enterprises have made great progress in recent years. But due to various internal and external reasons, its management has been in a relatively backward state. The imperfect system and high brain drain rate have become the limiting factors for the development of small and medium-sized enterprises. How to attract and retain talents and cultivate the core competitiveness of enterprises has become a top priority for small and medium-sized enterprises. Based on the theory of talent flow, this paper analyzes the talents of small and medium-sized enterprises in Changsha by combining normative and empirical methods ...
[3] Yu Zhou. Analysis of brain drain factors in small and medium-sized IT enterprises in Changsha and its countermeasures [D]. Tutor: Ma. Central South University, 2007.
In the era of knowledge economy, human capital has become a key factor for the survival and development of enterprises, and more and more attention has been paid by enterprises. However, with the globalization of economy, the competition of comprehensive strength of enterprises is manifested in the competition of talents. In the fierce market competition, employee turnover has become a quite common phenomenon, especially for small and medium-sized IT enterprises, the number, frequency and influence of employee turnover have attracted more and more attention. The essential feature of IT enterprises is to specialize in or focus on knowledge production, which determines that IT enterprises have a strong dependence on human capital. In addition, because more and more products contain technology, information and creativity, the proportion of knowledge content in products and services is increasing, which leads to enterprises ...
[4] Song Yan. Analysis and countermeasures of brain drain in Qingdao Skynet Company [D]. Tutor: Qi Penghu. Northwest University, 2008
Abstract: Qingdao Tianwang Forklift Supporting Co., Ltd. is a small enterprise that produces forklift parts. In its survival and development, the problem of brain drain puzzles it. How to effectively solve the brain drain problem and enhance the market competitiveness of Qingdao Skynet Company will be a serious, urgent and realistic problem it will face in the future. Based on the theory of human resource development and management, this paper makes a comprehensive and in-depth exposition on the brain drain of Qingdao Skynet Company. Firstly, this paper analyzes the present situation and serious influence of brain drain in small and medium-sized enterprises, and points out the necessity of studying the problem. Then, taking Qingdao Tianwang forklift supporting company as an example, a questionnaire was designed, and the survey results were summarized by means of questionnaire survey, systematic analysis and interview. ...