Causes of labor loss in enterprises

Only by deeply understanding the specific reasons of brain drain can small and medium-sized enterprises formulate relevant strategies according to the specific conditions and problems of enterprises, and constantly improve and perfect them in practice. Only in this way can we effectively manage the labor flow and brain drain of enterprises and truly recruit, retain and use talents.

First, the analysis of labor mobility

1. Labor mobility and its advantages and disadvantages. Labor mobility generally refers to the movement of labor between enterprises, occupations, industries and regions according to the changes in labor market conditions. Labor mobility should have a reasonable limit, otherwise it will cause the loss of labor resources and have an important impact on the long-term development of enterprises.

2. The impact of labor mobility on enterprises. Labor mobility will also bring adverse effects to enterprises and the whole economy. If an experienced employee leaves, the enterprise will have to hire a new inexperienced employee to take over the former's job, and the enterprise will suffer double losses. First, the enterprise pays the loss of training fees to the resigned personnel; Second, the enterprise has lost the cost of retraining new workers and borne the losses caused by the low production efficiency of the workers in the new company.

3. The impact of labor mobility on employees. Labor mobility should have a reasonable limit. Excessive labor mobility, like insufficient labor mobility, will have a bad influence. Employees who voluntarily leave their jobs should not only give up their accumulated qualifications, opportunities for salary promotion, and the right to enjoy supplementary pensions from enterprises, but also give up their close colleagues. In his new job, he should start from the bottom and try to establish new colleagues. Because there is no education and lack of job security, you can enjoy the old-age treatment after working for many years.

Second, the main reason for brain drain

There are many reasons for brain drain, mainly in the following aspects:

1. External reasons. (1) The supply and demand of high-quality talents do not match. For example, in recent years, the industry of traditional Chinese medicine decoction pieces in our region has developed rapidly, and the major decoction pieces production and processing enterprises have developed rapidly, and some private enterprises have continued to grow. However, it is difficult to connect the supply and demand of talents in this area for a while, resulting in tight supply and demand of human resources.

(2) Lack of mature supporting talent policy. Compared with the planned economy era, China's talent flow market has made remarkable progress. Talent resources can flow freely in the market, but the country's policies in this regard are not mature, which leads to irregular talent flow and frequent chaos in the talent market.

2. Internal reasons. (1) The salary and benefits of employees are low, and the value of employees is not fully recognized. Wages and benefits are always the most concerned issue for employees. An employee's salary and welfare determines his economic and social status, which is related to his living standard and quality of life.

In an influential electronic enterprise in our city, the salary distribution is as follows:

For employees who have been employed for 0-3 months, the minimum monthly comprehensive salary is 2,299 yuan and the upper limit is 2,799 yuan;

For employees who have been employed for three months, the lower limit of monthly comprehensive salary is 2399 yuan and the upper limit is 2829 yuan;

For employees who have been employed for half a year, the lower limit of monthly comprehensive salary is 2399 yuan and the upper limit is 2859 yuan;

For employees who have been employed for one year, the lower limit of monthly comprehensive salary is 2399 yuan, and the upper limit is 2899 yuan;

For employees who have been employed for one and a half years, the monthly comprehensive salary is at least 2,499 yuan and the upper limit is 2,949 yuan;

For employees who have been employed for two years, the lower limit of monthly comprehensive salary is 2499 yuan, and the upper limit is 2999 yuan;

For employees who have been employed for more than three years, the minimum monthly comprehensive salary is 2,599 yuan, and the upper limit is 3,099 yuan.

As can be seen from the above salary situation, such low salary and welfare benefits will cause the instability of talents and aggravate the brain drain of enterprises.

(2) Enterprise career management can not meet the development needs of employees. Human resource management activities need to ensure that the organization can safeguard the long-term interests of employees, especially to encourage employees to grow and maximize their talents. The focus of career planning is to match personal goals with practical opportunities. With the help of the organization, employees can follow the established career path and gain career development. If an employee's career planning cannot be implemented in the organization, the employee will leave the organization sooner or later. Therefore, organizations should help employees in this respect in order to meet the needs of both parties.

(3) The ability of department leaders to cultivate talents is not strong. Most leaders are busy with business work and daily affairs, and lack care and guidance for new employees, which leads to new employees' dissatisfaction with the company and leaders. As a result, these employees can't give full play to their talents and don't make progress all day, so the losses brought to the enterprise can be imagined.

(4) Labor functional departments actively guide employment. Now our city aims at the employment problem of migrant workers? Operation Spring Breeze? . Before the activity, it is necessary to find out the demand base of employees, clarify the division of labor, conduct a survey on the employment demand of all kinds of job seekers, find out the number of employees in the current production and development of enterprises, the actual number of employees on the job and the positions with specific needs, and further improve the accuracy of information collection on the employment demand of enterprises, so that public employment talent service institutions at all levels can publicize and publish in time, and organize targeted docking between the supply and demand sides of human resources.

3. Employees' own reasons. (1) New employees frequently change jobs. As a newly graduated college student, due to the tight employment situation, I didn't know what job was best for me when I first joined the company, so I just went to work with a breakthrough attitude, which led to frequent job hopping.

(2) Family factors. The mobility of young employees due to marriage and family situation, or returning home to take care of their parents and children, is also an important reason for the mobility of employees.

Third, the brain drain coping strategies

1. Establish a reserve talent team system for important positions. Enterprises should reserve talents according to actual needs in case of emergency. Enterprises should do a good job in talent planning and reasonably predict the demand for human resources.

2. Career management planning. According to the specific situation of enterprises and employees, we should design enterprise career channels and reasonably design employee career management plans, so that employees can clearly see their growth space and feel that they can work with peace of mind.

3. Implement performance pay and formulate performance appraisal system. Salary distribution based on performance appraisal can adjust income level and widen income gap. This practice will encourage employees to work harder and effectively reduce employees' dissatisfaction with salary.

4. Reduce the staff turnover rate. If an enterprise wants to retain employees for a long time, it must first start with salary. For example, some enterprises that have settled in our park rarely have anything special in this respect. The workers can't accept the wages they offer. In the eyes of migrant workers, such a low salary is not as good as going to work in other places, at least earning more money. This practice of enterprises has led to an increase in employee turnover rate year by year.

The flow of talents is inevitable. The purpose of retaining talents is to make talents owned by enterprises and create value for enterprises. Only by controlling the flow of talents within a reasonable range can we give full play to the initiative of talents, give full play to their talents and create greater profit space for enterprises.

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