Hydropower construction enterprises on the reasons for brain drain and Countermeasures

Abstract: This article from the hydropower construction enterprises brain drain, the impact on business and risk, companies should measures three aspects of the brain drain brain drain are described.

Keywords: brain drain causes water and electricity companies and Countermeasures

First, the brain drain
In the modern emphasis on people-management are primary productive forces, its Economic and social development play a decisive role in the hydropower construction enterprises are no exception, human resources are the most creative and most influential business survival and development decisions the first condition in the scientific and technological innovation, accelerating renewal of knowledge under the premise of who has the talent, who will pre-empt the market in recent years, look at the hydropower construction enterprises brain drain can be said to be varied, and not generalizations. explore its causes, mainly the following aspects:
1 construction and harsh conditions, low pay, leading to brain drain. Hydropower construction enterprises engaged in the work because of the nature of the work, determine their long and mountains and rivers, and water accompanied by dull erase the hard life of a person's enthusiasm, especially with the power generation industry, roads and bridges, hydropower construction developer, design, supervision and other units than the pay is relatively much lower, which makes many people feel self-worth did not materialize. based on Maslow's hierarchy of needs theory, self- value realization is the highest level of need, once the self-worth is difficult to achieve, so that employees will have a sense of unfairness, over time, leading to brain drain.

(2) to seek a wider variety of development and some just work soon took the young intellectuals to work and found themselves engaged in graduate work and look forward to a better irresolute before the King far, they are not willing to cause buried in the hydropower industry, envy, longing for whom the goal was to study hard city life, so new friends, friends of the concurrence, decided to leave the school over the years, to pursue a better happier life.

3 only the part of professionals in the hydropower construction enterprises of work experience as a stepping stone to the future livelihood of these employees when entering the water industry does not want the job done on the long-term plan, they just accumulate seniority for the future career preparation. wait for the water industry based professionals to master after it switched to the desired units.

4 for other reasons. The nature of the special nature of the hydropower industry, making part of the men and women of marriageable age to have to re-examine their work done. Elders in the face of reality and the tremendous pressure, they had to leave the unit has been a long time, choose a stable, suitable for professional employees live and work.

Second, the brain drain on the impact of hydropower construction enterprises and harm
Central Document No. 2011 Full release <<CPC Central Committee and State Council on the decision to accelerate reform and development of water>> from the water conservancy construction of strategic position, financial security, build flood control system of drought, food security and other aspects of the deployment of conservation work. Paper the next decade China will invest four trillion Hing water conservancy, infrastructure construction lags behind reversing the situation, which undoubtedly will bring new hope of hydropower construction, however, the brain drain has resulted in the loss of corporate resources, competitiveness, production and management face challenges. Drop in market share. So, hydropower construction enterprises brain drain in the end what will be negative effects?
1 increased business recruitment costs. Hydropower construction enterprises in the life decision-makers develop human resources programs, the positions wanted to take full account of the number, quality and other conditions, and fully to pay for with minimal effort for maximum return on investment If you are unable to recruit talent in the company's offer of a long-term power development plan, then the business will continue to repeat this part of recruitment and loss, thereby increasing the recruitment costs.

(2) to increase the business costs of training as an important human resource development component of staff training in Human Resource Management plays an important role in the annual training costs are also increasing year by year development of human resources from the side of the reflecting corporate human resource development emphasis, but also see the brain drain caused by the indirect losses of the enterprise.

3 affect the competitiveness of enterprises. There is no shortage of talent in the loss of trade secrets and intellectual property control workers, who control the survival and development of enterprises, a valuable asset to be led away to reduce competitive advantage, but also an opportunity to deal with competition, more competitors will come out on top.

4 reduced employee morale. Good company was invincible, one of the reasons is because it has a number of very good talent and if the brain drain will affect the morale of all staff that the company is facing operational difficulties, On the one hand a serious impact on corporate image, social status, on the other hand it has been shaken. Loss of talent, will remain in the company's employees suffer immeasurable psychological hidden damage. This huge impact, there is in each employee's mind, causing deep-rooted influence, thus impeding the company's survival and development. Turn affixed to the free download http://www.hi138.com
In short, the brain drain of the construction company the equivalent of devastating impact, he caused the loss of these aspects can not be summarized. The more serious brain drain, companies will survive the more worse. Thus, to reduce wastage, improve cohesion, is the real business of survival.

Third, the state-owned construction enterprises response to brain drain
1 people post match so-called people who post match is appropriate in accordance with the event, the principle issues of its people, according to people with different quality requirements of employees, to arrange the most appropriate in their respective positions, to maintain personal qualities and job requirements isomorphism, that is, people need to maintain the same structure of remuneration for work, so do make the best, the best use. people post match, including job requirements and to match the quality of staff, remuneration for work and employee contributions to match employee and match between employees, between the roles and positions to match people post match a double match job requirements and people's knowledge, skills, motivation to match the clear definition and description of job responsibilities, competencies defined standards, to find viable and effective evaluation methods.

(2) establish an effective incentive to build the whole mechanism in recent years, water companies are getting better, while construction has ushered in personnel "positions fatigue", "burnout" and other symptoms efficiency declining, leading to brain drain This imputation was a core problem - the incentive system. incentives to improve staff morale is not so simple, incentives vary, and we proceed from humanity to explore the movement of people and the real power behind the source, an effective incentive to build the whole means, for example, to make employees aware of the existence of fairness, the staff are interested in are engaged in jobs, so that people have complete freedom to develop space, to increase training opportunities, such as various types of plan arrangements for personnel to participate in new technologies, new knowledge training or studies, tracking the advanced level, to grasp industry trends, enhance the level and quality of staff. the outstanding contributions of talent, as well as long as the company's dedication to employees, the award honors generous in order to stimulate employee motivation . Job rotation can reduce their symptoms of fatigue, through job rotation, so that employees in a short period of time to master the skills of a more comprehensive, giving employees the career development of smooth channels, so that people make rational decision-making management recommendations to enhance their sense of ownership .

3. Salary distribution system rationalization. Pay the company for employees to complete the work of Economic return, is the company to guarantee the basic livelihood of employees, the most important is the company a platform to communicate with employees. So serious brain drain, reasonable and competitive The pay system is becoming increasingly important. construction enterprises should be based on the status and nature of the construction design and optimization of the satisfaction of the employees salary distribution system, determine the remuneration of employees, especially the level of talent to maintain a reasonable degree, can not increase the cost of , to pay salaries, and no less pay, that would be difficult to maintain the required business development professionals, and more difficult to maintain external competitiveness.

4. To have an early warning system for the brain drain, crisis management mechanisms. Human resources to regular employees of the state investigation and analysis work to understand the business environment, personnel satisfaction, the ability to cause people to find and solve loss before the questions. enterprises to strengthen the talent pool in peacetime, when the people leave, have the right people off the bench, the brain drain caused by the loss to a minimum. and can respond quickly.

In addition, the hydropower construction enterprises in the same general relative construction of a hydropower system are more stable living environment, workplace mobility, the elderly, children, thinking is not stability, will give people with hydropower construction enterprises to worry about, it is likely that they can not wholeheartedly into the state in which to work, thereby reducing the practical difficulties of staff, think they are thinking, worry that they are anxious, will indirectly improve staff motivation, reduce the brain loss.

IV Conclusion
The stability of business continuity professionals, healthy and stable development of strong backing. Chengpin paid, pay and conditions is only the basic means to reduce the brain drain, people-oriented, reduce the brain's worries, as they can feel at ease, stable production and construction into the construction of go to solve the practical difficulties Qierlaoxiao, humane management, so that they understand that enterprise deep friendship. is to attract, stabilize an important means of human resources, hydropower construction enterprises should encourage and cultivate talent for the corporate identity and belonging, talent to win the loyalty, reduce the brain drain is the essence.

References:
[1] Xie Jinyu, Wang Ying, Zhang regeneration, <<business turnover management>>, Economic Management Press, 1999.

[2] Liu Maosong <<Human Resource Management>> Economic Science Press, 2004. Links to free download http://www.hi138.com
[3] human resources management training course in the relevant teacher expertise. Links to free download http://www.hi138.com