The influence of brain drain on enterprises

The influence of brain drain on enterprises

In recent years, with the in-depth development of market economy at home and abroad and the breaking of the traditional rigid employment system, the phenomenon of employee turnover in enterprises has become more and more serious. From the brain drain of Apple to the brain drain of logistics enterprises? Life and death? Then to textile machinery enterprises and bathroom industry, the brain drain is fast and it is difficult to cultivate. Talent dilemma? It has been interfering with large enterprises that urgently need to expand their scale or plan to go public, and the brain drain of enterprises has become the pain of enterprise development. The first issue of Business Weekly's special issue "Companies in 2 1 century" said: the economy in 2 1 century is a creative economy, and creativity is the source of wealth and growth. ? Where does creativity come from? Creativity comes from talent. In the market competition, enterprises should be market-oriented, acquire, cultivate and retain talents accurately and effectively, and give full play to the role of talents. Only in this way can enterprises be in an invincible position in the competition. There will inevitably be questions here. Is the impact of high brain drain on enterprises really that serious?

The brain drain makes it difficult to implement this strategy.

Enterprise? Enterprise? What is this word? People? And then what? Stop? The composition of the two parts means that people are the main body of the enterprise and the daily operation of the enterprise? Stop when people leave? . Talent is the core element of building soft power of enterprises, and the stability of talent team will play a vital role in realizing strategic goals and sustainable development of enterprises. A person's departure is likely to become a turning point in the life and death of an enterprise. As far as the direct cost of employee's resignation is concerned, the cost of replacing an employee is at least equivalent to 30% of his annual salary, and for positions with skills shortage, this cost is equivalent to 1.5 times or even higher. If the indirect cost caused by employee resignation is considered, the substantial damage to the company will be more obvious. ? Some experts have concluded that employee turnover will have the following four negative effects on enterprises and become the leading line for the rise and fall of enterprises.

The loss of enterprise operating costs.

For enterprises, it costs money to replace employees. The cost loss of employee turnover that needs to be replaced by new employees includes two parts: the loss cost of turnover and the cost of obtaining and finding a new replacement. In addition, the staff turnover also includes some other costs: the cost loss caused by the interruption of external contact of the outflow personnel, the cost loss caused by the temporary vacancy of the outflow position and the efficiency cost loss before the outflow.

Interference of enterprise performance appraisal.

Performance appraisal has become an important management tool and a handle for many enterprises? A double-edged sword? Used well, it can stimulate the enthusiasm of employees to the maximum extent and tap their potential. On the contrary, it will dampen employees and have a negative impact on the development of enterprises. The interference of employee turnover on job performance belongs to the indirect cost loss brought to the enterprise. This includes two costs, one is the efficiency loss caused by employees' absentmindedness before leaving the job, and the other is the vacancy cost before new employees fill the position. After employees leave their jobs, their work will inevitably need to be shared by other employees, which will lead to a decline in productivity in the case of heavy tasks for the same employee.

Interference of enterprise culture construction.

Staff turnover has a negative impact on the integration and cohesion of the work team, and high staff turnover may hinder the formation of cohesion. Recruiting new people can't work immediately. He wants to establish a tacit relationship with other employees and complete the running-in process between employees, which will lead to a decline in labor rate.

The influence of enterprise strategy implementation.

Generally speaking, the strategic management process of an enterprise can be divided into strategy formulation and strategy implementation. However, the correct strategy formulation cannot guarantee the success of the enterprise, and the successful enterprise must have the correct strategy and excellent strategy execution ability. In today's business environment, due to the rapid development of science and technology, the acceleration of product renewal, the complex and changeable market demand and the diversification of services, the market competition tends to be fierce. Research shows that 70% of enterprises fail not because of strategy, but because the formulated strategy has not been effectively implemented. Among the factors of enterprise success, strategic decision-making accounts for 30%, strategic implementation accounts for 60%, and other factors account for 65,438+00%. It is the executive talents of enterprises that determine the efficiency of strategy implementation. Therefore, in order to avoid the paralysis of strategy implementation caused by staff turnover, enterprises must build an efficient and adaptable operation management system, scientifically decompose enterprise strategies and systematically divide goals. Even if personnel flow occurs, the target indicators undertaken by personnel still exist, so that the realization of new people will not have an impact on the implementation of the strategy, and finally realize the strategic objectives of the enterprise.

The steady development of market economy has created a fair and just competitive environment for domestic enterprises, and the explosive industry growth has been relatively rare, and the competition among enterprises has changed from local advantages to strategic competition. In the era of strategic competition, the contest between enterprises is no longer limited to the quality of products and services, but depends on the implementation ability of enterprise strategy. The quality of strategy implementation is inseparable from the efforts of personnel, who are the key to enhance the core competitiveness of enterprises. If the brain drain is serious, it will have a negative impact on the strategic implementation and even the strategic realization of enterprises, and even make it difficult to realize the strategy and make enterprises unable to win in the competition.

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