Brain drain phenomenon along with the tide of the market economy there, the more his speech with a strong trend. Brain drain is every company have been trying to solve but also to solve the problems. Knowledgeable people have made to prevent the brain drain alone enterprise sector management has failed, They must rise to the height of organizational strategies to treat this issue seriously, This is the only way to the brain drain due to the risk arising from reduced to a minimum. Great harm to the brain drain, the pernicious influence of endless, especially when enterprises luminary leave, and the result would be one of the enterprises LAB sluggish even collapsed. Which, to a low water flow is the law, as well as the loss of every one of the motto, The market economy will give them a permit, only in the market economy, improve relevant mechanism can really curb the brain drain. Brain drain and the source of the status of human resources are mobile resources and the market is an open market, a brain drain is inevitable. Beijing University research center personnel, executive deputy director of the original mine, brain drain is because the allocation of human resources personnel do not have them on a correct understanding The lack of a whole community forming of the personnel system. Not perfect personnel system was not sustainable personnel distribution. Generally speaking, our rules of the market multiple talents is causing instability in a very important reason, In addition to the multiplicity of legal understanding of the brain drain is also an important factor. Capital Economic and Trade University Dean of the School of Labor and Economics, Yang Heqing put the brain drain to four categories of analysis, he said, First, China's domestic talents to the foreign talent drain; two state-owned enterprises is lost to other enterprises; 3 west to the eastern talent drain; four are sunset industries to sunrise industries lost. Causing a brain drain due to a 5:00, the first is the scarcity of talent. The second is caused by the market economy. Third, the talents of fame activities. Fourth is the industry of a different nature. Fifth is the corporate culture behind this. In the years of human resources management in China Architectural Design and Research Institute of Human Resources Officer Zou Xianghai about a deep brain drain feelings, he said that 92 of our 93 units brain drain most serious period, when the construction market is not standardized, some people go and some going abroad. We courtyard in the 1980s when a large number of people, about 100 people, but later returned only some 10 people, serious impact on the company's rapid development. The general trend now is the personnel of state-owned enterprises to private enterprises and foreign enterprises flows. At present, domestic enterprises are less and less protection clause, 23,000 coming in more and more state-owned enterprises and foreign invested enterprises, the its strength is a big gap between, some 23,000 people have become the first choice. Talking about the state-owned enterprises because of the brain drain Xianghai Zou said, I think the mechanism of state-owned enterprises and institutions were relatively backward in the case. Although efforts to improve, but reform is not a one day to complete and require a certain amount of time. Chinese People's University School of labor Dr. Wei - Guo Yang, a brain drain and the flow of talented people can not be lumped together. Speaking to a business and do not want to go to the people who called, wants to follow the flow of people called. Now enterprises have such a brain drain situations. First, the loss of individual talent and organizational brain drain. Second, the larger environment from the impact of the brain drain. Third, new industries than the traditional industries wastage rate larger. Fourth, the development zone developed over backward areas wastage rate. The brain drain is very complex, generally speaking the demand is not met due. Students seeking employment can reflect the demand for talent in a way, to a left on the university community, He also attaches great importance to its high salaries enterprises. In a person's development process, the opportunity is not determined, so the money is more rational choice. At this time if the salary is not high enough, then he needs to be no meeting, then he will surely be lost. When the people of a certain stage, they will consider the promotion of the opportunity to consider autonomy, and the surrounding environment. interpersonal problems. But these things must be built on the basis of money, only to the salary you very satisfied, then will it be possible to put it in second place to consider something else. These are the normal requirements of personnel, considering that when one spots a problem, and to become unbearable, then the talent will leave. Resulted in the loss of another important factor is that some veterans of the talent of a problem. Is a manager in Enterprise, said that only 5% of our business is the core talent, as long as they retain it. The results after three months, the enterprise sector has become the left, enterprises have to pay a heavy price. The veterans seen the adverse. Therefore, the people must have a correct understanding, as long as enterprises are useful talents, even typists and general services staff, as long as the enterprises need them, then they have talent, enterprises should retain. Acquired retain the most talented people in need of anything attractive to veterans is the biggest thing. Some people simply think that the money looks, but Fabulous, I wanted to stay in that personal or away. For example, three of Guan Yu, I went to Cao Cao, thirsting for talent in the North for fear he leaves, then a banquet on the 3rd. on the 5th of a small feast, launched a gold, silver scrap a bond, with a 10 beautiful women, and even the Red Horse were sent to the Guan Yu, But still no final retain Guan Gong. This shows that every individual's needs are different, simply take money to people is not feasible. Then with the cause, with feelings be removed? Wei - Guo Yang believes that the conditions of a market economy, currency is the best measure of the value of a basic human standards, with a return on the money people, the most reflects his value. But we also have other things combined degree. Because of a person's needs are constantly changing, just students may student money first, If you meet his request, so he may stay. But a few years later, he will have other requirements, such as considering the work environment, career planning, individual capacity development, This time, he is considered more future development, then you just paid him to remain inadequate. Human resources management is the most important of them really understand what needs to see whether they can provide them with help. The Xianghai Zou Wei - Guo Yang similar view that in order to retain talent must be considered. - Class enterprises must have a first-class treatment, it would be difficult to retain talent. Feelings are attractive mainly through corporate culture to reflect different enterprises have different cultures, different people have different needs, some people like the work environment organs, it was like 23,000. corporate culture will affect people's resignation. So I wanted to stay talent is the most important characteristics to establish an enterprise culture. Former mine said that talent is on good ecological environment to stay. Spend money to people with feelings and just stay middle management, law, in operation level, and the only means to devise some small skills. In that law, embodied in the middle of talent, talent conquer the hearts of the world. To stay in the first Road to establish the level of the world to love all people. First of all have to stay wife concept. South Korea's business practices is not to make money but to subjugate the people. As an entrepreneur to the atmosphere, love, love can only wife talents the legal system is to the interests of the overwhelming majority of the regime established by reasonable system to reflect the spirit of caring, from this perspective, so that people can get what they want, personnel harmony. So only people in good ecological environment in order to develop better. Then employing the art, this is not fundamental things, the role only in a short period of time, the long-term management has had to rely on Road. I say that the road to use fewer for entrepreneurs only betray the real sentiments, can be loving, can unite the people, retain talent. Yang Qing River, we ancients for their friends who died, with emotion to people must let the other side feel that you are his friends do. Here bread holds many skills. By the three most powerful in this regard, he does not have the capability, integrates Guan Yu Zhang Zhao Zhuge Liang even first class people to stay, he will most likely stay with the feelings of the veterans. However, the modern enterprise can stay with emotion plays a role, even before the survey was done. Retain talent feelings is very important because people have feelings. But the money is more important, this survey was done, At this stage of the Chinese technical trades and other blue-collar professionals have the money first. Establish a mechanism to retain talent in order to retain the talent it is necessary for the professionals broad space for development. to establish a scientific and effective incentive mechanism. Zou Xianghai said, in order to prevent brain drain must be an incentive mechanism for talented people to have different different incentive, Now I feel that our market from the big gap between the poor management of the burden is very heavy, by the private enterprises, competition for talent not very optimistic. So I would like to enliven point for internal shareholding system, the reform of equity-based incentives. In order to retain the talent we have also strengthened the intensity of training, and done a lot of training management cadres period, the strengthening of the on-the-job training for workers. Senior managers spent a lot of money sent to participate in the MBA training, which are keeping people take. Mine remains from the original cultural context of the mechanism set out to people, he said entrepreneurs who have commerce in mind and awareness, This right personnel can have a correct understanding of the enterprise is not a personal or family businesses, but the development of enterprises of all pay a high price for the employees. Entrepreneurs from the cultural concept sake of others to have the benefit of their own thinking, so afraid of brain drain, Enterprises can guarantee long-term development. In addition to the establishment of good incentive mechanism for skilled staff, technical people to take stock of incentive. Incentive itself as a control. Wei - Guo Yang considers that in order to prevent brain drain to pay attention to three areas : the first is short-term prevention; The second phase control; the third is to adjust. Brain drain to early prevention, to be kept informed of the basic mentality of this timely adjustment and control. If the other side has proposed to the departure of how to do? It is necessary to control, to have a one-month control period, for the transfer of some documents and to finish the unfinished business. In addition, enterprises should talents reserve system, but it was a go, immediately followed up, This brain drain will reduce to the minimum the damage. Yang-Ho said, the best talent to establish an early warning mechanism, can be avoided. Mastered the core technology and core confidential information still the core must have talent laws and regulations to restrict, legal restrictions on movement, the state-owned enterprises, particularly the industrial enterprises should rely on a lot of hard and fast rules to limit the flow of talented people. Secondly hold and cause feelings to people, and then there is to regularize the labor market, on the one hand, to protect the reasonable flow of talent, the other to restrict the vicious talent drain. Then the establishment of a liberal market mechanism, can prevent brain drain. The other is to do in education, starting from the young people to foster a sense of the credit and lease concept Now this is too lacking. Right to employment enterprises that should merit, but is held. Give enterprises within the special talents of some special policies, formulate appropriate organizational structure, the corresponding positions pay, coupled with a relaxed humanization of the working environment and the welfare system so you can keep them there.