员工流失-外文翻译

Brain drain of Economic Analysis and Inspiration

The

talented

person

superiority

is

the

modern

enterprise

competitive

advantage

important

fountainhead,the competition for talent is the enterprise competes the essential content. Day by day the

intense

internationalization

competition

causes

the

brain

drain

into

restriction

enterprise

lasting

development

the

important

question.

Along

with

does

the

modern

economy

marketability

degree

enhancement, the knowledge economy time in relief, how solve the brain drain problem to become the

historical topic effectively which each enterprise must solve. We utilize the modern economic the basic

analysis

tool,

has

analyzed

the

brain

drain

question

which

the

threat

modern

enterprise

develops

continually, and proposed in this foundation some overcome the brain drain the countermeasure.

1. Game analysis of the conclusions

Enterprise brain drain usually refers to people on a certain cause,From a free enterprise organization or

out from an enterprise to another business process or phenomenon. When the dynamic study of brain

drain occurs when the brain drain is a process; When inspecting the static results of the brain drain and

brain drain is a phenomenon of state. In reality, the result of the brain drain was motivated by diverse and

integrated. According to the traditional economic analysis, we assume enterprises is a brain drain among

enterprises and individuals in a cost comparison based on receipts, The Game of the outcome

the main

barriers

to

prevent

the

brain

drain

of

the

system

established

by

the

rules,

excluding

enterprises

to

personnel of the purposes of the material and non-material incentives.

After

the

game

model

for

a

balanced

analysis

shows

that

outflow

of

talent

with

the

probability

of

enterprises set up barriers and the cost of talent to overcome barriers and to pay the price (the default).

barriers to enterprise and the cost of setting up a positive relation, business erecting barriers to the higher

cost,

the

probability

of

talent

outflow

higher

because

the

cost

will

be

set

up

barriers

to

lower

the

probability; and talent to overcome barriers to reverse the price was, people overcome barriers price, the

lower the probability of talent outflow higher. Enterprise erecting barriers and the probability of talent in

the enterprise's initial gains inflow of qualified personnel in the enterprises and the enterprises receipts

erecting barriers and the proceeds (the damages), and talent in the enterprise's initial gains were inverse

relationship, and talent initial return, the lower Enterprise erecting barriers to the higher the probability;

and talent in the enterprise income inflow was positive, inflow of talent in the higher corporate earnings,

enterprises are faced with the pressure of competition, and consequently the greater enterprise erecting

barriers higher probability; and the enterprises set up barriers and access to the proceeds of a reverse,

set up barriers to enterprise income lower erecting barriers of their higher probability because enterprises

along with the proceeds of personnel costs (Mulct), overcome barriers to low-cost talent outflow often

leads to the increased probability.

2. Cost and income analysis

Based

on

preceding

text

economical

rational

supposition.

We

know

the

business

and

personnel

decisions are weighed against the cost -- compared to the gains made by the results. Only by erecting

barriers of income is greater than the cost that the companies can take erecting barriers strategy and the

talents are not in the outflow of income is not sufficient to compensate for price outflow choice outflow. In

reality both enterprises or talent, its costs and benefits are very complex, Here specific analysis of the

player's costs and benefits, in order to draw more useful insights.

2.1 Enterprise's cost and income

Brain

drain

caused

by

corporate

cost:

Although

the

brain

drain

of

enterprises

sometimes

has

some

positive significance. If reasonable promote optimal allocation of talents, such as r, as is

usually the brain drain of enterprises are the disadvantages outweigh the benefits. Therefore this paper

will only discuss the brain drain of the business losses. First, the brain drain caused personnel vacancies

caused

by

loss

of

business

efficiency

and

enterprise

personnel

replacement

costs.

Second,

the

1668brain drain caused by enterprises in a commercial secret, the core technology and stable clients the

loss.

Third,

the

loss

of

talent

to

competitors,

have

the

will

to

change

enterprises

in

the

competitive

strength contrast, sometimes even between enterprises will change the relative position of the enterprise

so

as

to

cause

enormous

losses.

Fourth,

the

brain

drain

may

also

trigger

a

chain

reaction,

such

as

additional personnel costs of the psychological affect his enthusiasm, and so on. Fifth, the brain drain

could

also

give

enterprises

noise,

reducing

the

results

of

the

evaluation

of

enterprises,

thus

affecting

corporate reputation stock prices.

Enterprise erecting barriers to the main cost will include the following aspects : First, set up barriers to the

direct costs, enterprise as a result of erecting barriers and the direct expenditures. These mainly include :

erecting barriers to the initial costs, specifically refers to the enactment of the rules system, which have

been paid manpower, material costs; The role of cost barriers, concrete barrier refers to guarantee the

effectiveness

of

the

derivative

related

organizations

and

regulatory

changes

in

the

cost

and

talent

touched

barriers

When

enterprises

implement

the

rules

will

have

to

pay

the

cost.

Second,

erecting

barriers

of

opportunity

cost

refers

to

the

barriers

set

up

by

the

cost

of

personnel,

finance,

and

were

available for other areas of revenue, such as barriers to development, maintenance personnel during this

period to engage in other work outputs and the cost of erecting barriers property for investment or other

production areas the benefits. Third, the cost barriers to signal that the enterprises set up barriers to the

adverse

external

signal

transmission,

The

enterprise

will

become

more

difficult

to

recruit

outside

the

enterprise and appraisal issues of the cost. If the barriers set up by relatively high, the inflow will be more

demanding of the initial proceeds of R0. thereby increase their access to personnel costs; Moreover, if

the

barriers

are

too

high,

Enterprises

easily

by

outsiders

is

the

lack

of

strength

retain

talent,

thereby

lowering

enterprise

right

talents

are

attractive,

Enterprises

in

other

fields

reputation

will

be

damaged.

Fourth, erecting barriers cost of the system, we

refer to the erecting barriers and increase the overall

management of the burden. barriers to the overall management of the burden; Enterprises set up barriers

to

truly

be

the

role

of

institutionalization

and standardization.

this

process also

requires enterprises to

spend a certain amount of material, information and time resources; sound barriers is a gradual process,

barriers and adapt itself to different conditions also need to constantly innovate, it needs to pay for certain

costs.

Enterprise erecting barriers of income include the following aspects : First, Enterprise erecting barriers

proceeds from the direct result of outflow of talent and pay the damages or from other aspects of the

compensation.

Second,

the

face

of

barriers,

from

mobile

professionals

to

obtain

higher

returns

will

actively enhance the quality of their own human capital, thereby improving the overall quality of human

resources, to promote a lasting increase in income. Third, enterprises erecting barriers personnel for the

relative stability in raising output levels, to enhance corporate image, and so on the gains. Fourth, the

barriers caused by the decline in the rate of brain drain will save replacement personnel, training and

management process costs, This part of the costs can also have brought new income.

2.2

Costs and gains

The outflow of personnel costs primarily include the following aspects : First, the outflow of personnel

decision- making

cost,

which

mainly

includes

:

the

cost

of

locating

targets,

specifically

referring

to

a

desired R1 found in time, energy and currency of inputs, As the process of searching for the time and

energy

on

the

input

of

the

actual

work

of

the

above

inputs

and

losses

in

leisure,

consumption

of

opportunity cost; target cost of the decision, Specifically, it refers to the number of goals to be elected to

choose the optimum goal when the direct costs and psychological burden; the decision- making process

of other costs, If the flow of goals to meet the requirements of individual human capital investment costs

as

well

as

the

outflow

of

his

intention

of

interpersonal

stress,

and

psychological

costs.

Second,

the

process of outflow of talent costs, including : direct costs, means the outflow of talent in the course of

direct losses, such as travel, Transfer fees, the default; Indirect costs, mean more direct expenditures

and

the

opportunity

cost

caused

by

the

outflow

of

thepresent

process

proceeds

losses;

Interpersonal

costs, refers to the process of outflow of interpersonal relations and coordination of expenditures. Third,

the results of cost outflow of talent that talent outflow from the original Enterprise after facing the cost If

friction unemployment in a state of loss of income and loss of human capital and the expected discounted

earnings of Discount risk.

The outflow of talent to benefit include the following aspects : First, After outflow in the new enterprises to

get higher returns than the initial proceeds of the new R1, including better remuneration, welfare, higher

job

titles,

but

also

a

strong

sense

of

accomplishment,

such

as

an

integrated

utility.

Second,

outflow

arising from the process of personal content in human capital for the professionals can improve in future

career development and professional selection process bring higher returns. Third, the outflow of talent

revealed intentions, may lead to the enterprises concerned and reuse, raise the enterprises in the relative

status, which could increase personnel benefits.

In

short,

whether

it

is

the

pursuit

of

profit

maximization

of

enterprise,

or

seeking

to

maximize

the

effectiveness

of

personnel,

His

behavior

in

the

consolidated

income

is

greater

than

the

cost

of

comprehensive starting point. that the various benefits and costs are positive condition of pursuit Umax =

F (R) - F (C).

3. Inspiration

3.1Motivation

The flow of talent is a combination of factors working together in the results, including social factors,

business factors, personal factors, and other personnel. Social factors to influence the flow of talent in all

directions, the overall economic situation, the social security system, Social and cultural attitudes and

social factors such as the legal system, through the impact of the mobility of talents expected benefits,

capabilities against risks, Mobile tendentious, rules and sense of the flow of talent, including the social

effects of the flow of talented people to have an impact. Talents of a higher level of effectiveness of the

flow

of

talent

is

the

pursuit

of

the

subjective

motive,

the

flow

of

talent

is

the

fundamental

source

of

inspiration.

In

human

resources,

human

resources

in

the

capital

on

the

market

supply

and

demand,

thereby

determining

the

flow of

talented people

the potential

benefits;

talents

values

affect

its liquidity

preferences

and

tendencies; and

thrust

into

the

common

enterprise

of

gravitational

effects.

Outflow

enterprises in salaries and benefits, job placement, The cultural atmosphere with respect to the individual

talent gap between the expectations of the outflow of talent prompted major thrust, inflow enterprises in

the fields mentioned above expectations and the individual talent is to attract talented people close to the

inflow

of

gravitation.

Affect

the

flow

of

talent

is

not

the

factors

that

play

a

role

in

a

separate,

but

interrelated and influence each other An end to the flow of talented people together to have an impact.

3.2 Solution

Enterprises

are

erecting

barriers

to

prevent

the

brain

drain

fundamental

way,

but

the

barriers

set

up,

implementation process and the high cost of external enterprises increasingly powerful force in this way

so that inefficiencies, and this method with the enterprise and talent Game --

floating

divergence.

Therefore,

enterprises

need

to

consider

the

adoption

of

non-road

barriers

to