Human Resource Management: China's Brain Drain
Abstract
Based on China’s status quo of crisis management, the study collects data and information to analyze the reasons for brain drain which is a major problem of Chinese enterprises. Moreover, differences between the U.S. and China system of human resource management will be discussed to provide suggestions for resolutions for improvement of talent maintenance.
Introduction
In the past two years, continuous emergence of business crises happened at home and abroad giving rise to increasing awareness of crisis prevention and response experience. Crisis management, as a significant part of human resource management, attracting more greater attention of human resource managers and executive managers (Jun Sun, 2005).
Wikipedia has the definition that:” A crisis is a turning point or decisive moment in events. Typically, it is the moment from which an illness may go on to death or recovery. More loosely, it is a term meaning 'a testing time ' or 'emergency event '. It is a concept in economics (discussed elsewhere) and in international relations, discussed below.
Renowned domestic crisis public relations expert ChiaoCheong Yu founded a definition of crisis: the crisis is serious losses or serious threat of loss contingencies a corporation (personal) suffered. To both individuals and businesses, the crisis has two meanings, namely, "risks and opportunities" that is the watershed in the turn of fate of organizations and individuals. For better or worse, how crises are managed is the deciding factor.
For domestic HR managers, crisis management is a new task that includes many aspects, such as job-hopping, production contingencies, tense labor relations, etc., and so a series of crises caused huge losses to the enterprises. At present, China 's enterprises are more vulnerable to such personnel crisis, products & services crisis and industrial crisis, among which personnel crisis ranks first in the crisis list. Personnel crisis will bring about a
Based on China’s status quo of crisis management, the study collects data and information to analyze the reasons for brain drain which is a major problem of Chinese enterprises. Moreover, differences between the U.S. and China system of human resource management will be discussed to provide suggestions for resolutions for improvement of talent maintenance.
Introduction
In the past two years, continuous emergence of business crises happened at home and abroad giving rise to increasing awareness of crisis prevention and response experience. Crisis management, as a significant part of human resource management, attracting more greater attention of human resource managers and executive managers (Jun Sun, 2005).
Wikipedia has the definition that:” A crisis is a turning point or decisive moment in events. Typically, it is the moment from which an illness may go on to death or recovery. More loosely, it is a term meaning 'a testing time ' or 'emergency event '. It is a concept in economics (discussed elsewhere) and in international relations, discussed below.
Renowned domestic crisis public relations expert ChiaoCheong Yu founded a definition of crisis: the crisis is serious losses or serious threat of loss contingencies a corporation (personal) suffered. To both individuals and businesses, the crisis has two meanings, namely, "risks and opportunities" that is the watershed in the turn of fate of organizations and individuals. For better or worse, how crises are managed is the deciding factor.
For domestic HR managers, crisis management is a new task that includes many aspects, such as job-hopping, production contingencies, tense labor relations, etc., and so a series of crises caused huge losses to the enterprises. At present, China 's enterprises are more vulnerable to such personnel crisis, products & services crisis and industrial crisis, among which personnel crisis ranks first in the crisis list. Personnel crisis will bring about a
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