The flow of talents is the normal state of market economy. The basic feature of market economy is to allocate resources on the basis of market. Man is the core and most active factor in productivity. As the first capital, talent, like other forms of capital, is profit-seeking, which determines the inevitability of talent capital flow. Therefore, the flow of talents is ever-present and ubiquitous, which is an important feature and universal law of market economy. Moreover, the more the market economy develops, the more fully the talent flows. As long as we take the road of developing market economy, we must recognize and respect the dynamic, rational and permanent nature of talent flow. The famous "Katz curve" in management science, according to the results of quantitative statistical analysis, shows that enterprises with turnover rate below 5% are the enterprises with the worst innovation ability. A large number of practices have proved that mobility is conducive to the full play of the value and potential of talents, to the continuous enhancement of the vitality and vitality of enterprises, and to the development and improvement of the talent market. It can be predicted that with the continuous acceleration of economic globalization, the breadth and speed of talent flow will become larger and larger, and the pace of talent flow will become faster and faster.
For a long time, people often confuse the flow of talents with brain drain, and think that brain drain is brain drain, which is a cognitive deviation. In fact, where there is talent flow, there is inflow and outflow, and the outflow is not necessarily talent, even talent is not necessarily brain drain. Brain drain has a problem of standard identification. Brain drain can be regarded as the key brain drain that is very important to enterprises, which will lead to "arterial blood loss", leading to the suspension of production, the decline of benefits, distraction and even bankruptcy of enterprises. If it does not affect the normal development of enterprises, it is not brain drain, but a normal flow of talents, which is called "leaving" at best. At present, state-owned enterprises are vigorously promoting structural adjustment, "removing branches and strengthening cadres", strengthening and expanding core businesses, liberalizing and invigorating non-main businesses, revitalizing both state-owned assets and human resources, and streamlining the ranks through talent flow. This kind of flow, far from being lost, is the only way for enterprises to "slim down and keep fit".
At present, there is a tendency worthy of attention. When a few people leave the enterprise, they make a fuss, exclaiming that brain drain has occurred, and even think that "state-owned enterprises are free talent training bases for private enterprises and foreign companies". Talent flow can easily be labeled as brain drain. This understanding is narrow. The idea of brain drain has its relativity and limitations. We can't give full play to our role in this unit, but we can make greater achievements in another place. This is a contribution to society, to the country and even to the world. There is no problem with this process. Taking talents as their private property and holding them firmly in their hands is, to a certain extent, self-righteous, only retaining people and hearts, and it is also a waste of resources. What's more, the flow of talents is two-way, and people can come back after they leave. Therefore, don't easily think that mobility is a loss, and you can't treat the outflow of talents differently. Ge company, which has sent a large number of talents to many multinational companies, is called "the factory that makes CEO", but this has not affected GE's century-old foundation. State-owned enterprises, which shoulder great economic, political and social responsibilities, should have this tolerance and mind, stand at a higher level, understand and recognize the normal outflow of enterprise talents, get out of the misunderstanding, establish the idea that "having talents is not having talents", "having talents is not omnipotent" and "having talents is not having talents", participate in the big cycle of talent flow with a positive attitude, and give full play to and improve the efficiency of market-oriented allocation.
However, it is not easy to talk about brain drain, let alone prevent it. Generally speaking, enterprise talents can be divided into core talents, special talents, general talents and auxiliary talents. For enterprises themselves, we must attach importance to retaining and using core talents and special talents as strategic measures. First, persist in studying the objective law of talent flow under the market economy, accurately grasp the personalized characteristics of talents, formulate scientific talent strategies, strategies and plans from the macro perspective, and do a good job in personalized career diagnosis and guidance from the micro perspective to achieve a win-win situation for people and enterprises. Second, we must persist in keeping talents in our career, put talents in the big environment, big market and big goals of enterprise reform and development, actively build a stage and channel for talents, build a growth ladder, create a good environment and atmosphere for people to do their best and start businesses, and maximize the transformation of talent ability into enterprise performance and promote the appreciation of intellectual capital. Third, we must adhere to the institutional mechanism to retain talents, improve and perfect the systems of talent training, use, encouragement, restraint and flexible flow, and retain and use talents well through substantive quality training, reasonable salary and treatment, standardized contracts and excellent corporate culture. Fourth, we should persist in retaining people with affection, cultivate and establish the emotional bond of "people and enterprises are one", enhance the sense of belonging of talents to enterprises, treat the outflow talents with a broad mind, and "make the outflow people grateful and the left people warm" to create conditions for better attracting talents to flow in.
Well, I copied it for you from the Internet, because you happen to have my paper, and I hope I can help you.