90s of the 20th century, China collective enterprises quit the events taking place here as a unique scenic, and the main player on the stage, to the majority of professional managers. Chinese People's Institute of Science and personnel experts, Our collective quit the market economic development period of a focus on the talent market from the normal operation of the talent flow dynamic way. Lead to a collective defection from the reason is no single dimension analysis of newly emerging industries will grow rapidly. the talent market supply and demand imbalance, the laws and regulations is not complete, credit monitoring system deficiencies, the traditional cultural map, System's flawed character and values of this phenomenon are the reason why. Therefore, a reasonable standard collective quit, the community, organizations and individuals in three of synergy : The community is the perfect laws and regulations and the establishment of a credit system. Organization of the constraints of the system and mechanisms that Personal attention is the need to preserve the health of the values and peace of mind. 1, the social dimension of social mainly from the sound laws and regulations, improving the education system, the improvement of trade associations, The credit guarantee system for the establishment and the news media play a lead role in several aspects. 1. Open drainage system of law, the derivative market and the collective company switched relevant laws and regulations, Forbidding the practice has been controversial, the cause of the dispute is how to balance the business secrets of the enterprise and individual freedom in the choice of occupation. Legislative Forbidding need to be clearly defined agreement enterprises to the economy of workers compensation, the agreement to clear standards and the amount of calculation, the two sides reached agreement rights and obligations between such. Compensation for enterprises and laborers Forbidding signed important agreements, However, the compensation payments for a few Note standards and calculation methods have many differences, the relevant departments need to do more research on this, set minimum standards and a certain range. The standards in different regions and industries should be differentiated As for the mode of payment and deadlines for the parties may agree. At present, in practice the lack of compensation provisions of the ancillary agreements are generally found to be invalid, but this is not uncommon, if it were found to be invalid, is not conducive to the protection of the interests of enterprises, which may in practice as a missing clause advocate workers compensation, the court presumed need compensation, and to determine the specific amount. 2. The education system to improve the credit system in a relatively sound country, all business related curriculum, is a "commercial morality (ethics)," a required course. Social development perspective, the first priority is ethics, the moral and profits scales, Our education system are duty-bound to stand firm, Otherwise, it will easily lead to the integrity of the whole society and the lack of credit crisis. In addition, the existing occupational qualification, the need to increase vocational training and ethical requirements, For example, the current implementation of the Human Resources Management Division, and other training and assessment, on the professional ethics of the specialized requirements. 3. Industry associations to strengthen the labor force market economic constraints need not only a sound legal norms, need a higher level of self-discipline and civic and ethical standards. Overseas, trade associations and self-discipline, standardize the management of the movement of persons, protection of commercial secrets an important and effective way Association management and punishes violations of the law greatly increased cost. Western industry associations are not managed by the government, but the industry has taken shape. The government only needs the legal aspects of regulation, the industry As for the self-discipline, self-examination and other issues to the trade associations can. In this regard, we still have a very long way to go. Because of China's trade associations management no specific legal provisions, industry associations not complete, not play the role of supervision and restraint. There is a need to step up regulating industry associations to improve the basis of good faith. Establish an industry associations to dehumanization, to a procedure. Their aim is to establish a stable system, the system can not be established varies from person to person, the event varies. In addition, the system should be set up on a crossword punishment to let you see the compliance system is a good thing. Needs to be stressed is : ask a manager should have professional ethics, the first pair of professional ethics have market demand. Many bosses the right to return is far better than the moral demand, and asked that "scoring" regardless of the "rules of the game" The results also provide a non-survival of "greenhouse." Therefore, we must establish a truly regulated market, not only the professional managers. industry associations to the employers themselves should conduct binding. 4. The credit guarantee system to establish and improve a credit guarantee to staff turnover risk transfer to the external effective manner, It is essentially a commitment to Beibaozhengren guarantor of disloyalty, breach of the negative indirect responsibility. When specific employment agencies, a headhunting company to recommend enterprises employing staff, it undertook to recommend that the staff of the candidates, work, the process of separation of fraud, breach of negative indirect responsibility. For example, the guarantor may request the commitment of staff within the prescribed time shall not resign, otherwise by the guarantor of the payment of compensation, Of course, in order to obtain such a commitment, employees need to pay a certain price (for example, the guarantor must pay the guarantee fee or insurance premium). Such enterprises will be employees of the risks arising from the loss of transfer to the guarantor that the employment agencies, a headhunting firm. We need to be aware, in the actual operation must abide by the labor law relating to the interests of the employees of certain requirements. From another perspective, if people are in employment within a period of outstanding contributions, without credit, Then in his departure, the enterprise can share in the compensation he paid a guarantee fee or insurance; In addition, He has to pay a considerable allowance. 5. Focus on the media guide and restrain the strength of the news media regularly publicly disclose information help to enhance the strength of public opinion, so that the evaluation criteria play a role; But while the news media to hold onto their bottom line. In a modern market economy, the personnel changes in the relationship is normal, But some often from the news media speculation needs, indiscriminately mix, Wu Shihong to Liujianghua until Xian - Feng Zhou, If the media can maintain the relative calm and objective, regardless of the enterprise or service, Or we should not be a perfect market economy, is a good thing. 2, organizational level in the organization levels, the organizational design from the perspective of the establishment of the corresponding systems, This is the "hard"; The second is from the perspective of organizational culture awareness training cooperation, which is "soft" aspects. The former collective quit for the system barriers, the latter is the psychological barriers. 1. And the building of a system of) organizations if the rational design of the theft of property rights is not easy, Enterprises can use the pyramid structure; But property rights can be easily stolen, the higher tiers, the greater the risk. requires relatively flat organizational structure. Flat structure of the advantages is : "Pan Jiang" who had few soldiers, the possibility of mass defection is relatively small. For possession of clients and business positions and departments should establish a mutual supervision of the work-sharing mechanism : access to customers and business links and some important key powers from the company for unified management, and customer information input unified company database, customer follow-up service and maintenance, minimize the mass defection risk. Glanz in the high-speed development period, have more than 10 senior marketing manager quit collective phenomenon. Liangqiangde boss that "too centralized" were the main reasons, they were the power structure of redistribution, Marketing system decomposition put to a "management pipeline," formed oversight mechanisms z multiple offices around only with the local agents for the daily sales and service, planning, research, advertising, marketing, clearing functions contraction directly to headquarters management, together with a process of decomposition to different departments and job completion. Research, extension, clearing departments class tickets were forming a "mobile" in the regional market, "one after another while", Each working group from different angles "to discover the problem, reporting and solving problems." 2) regulate the management structure and an effective incentive mechanism with Chinese manager said the samples Yao happiness that : "If enterprises can not fully address the governance structure and incentive mechanism, the professional managers of the living space is limited, can not give full play to their own values. " How to ensure that the manager is more than adequate power to more lasting power is that we need to pay attention to. We need to emphasize is : yes to the general manager, not chairman of the Board of Trustees is responsible for, to give full play to the functions of the Board. avoid people taking the leading role as chairman of the situation. Physics tells us that the high drop can form a strong will. Commodities in the economy and society, and the cause of the drop in the most direct and effective means of economic means. Conghui, chairman of the international IT enterprises Guofansheng in the beginning of its establishment, provides investment, regardless of the number of investors. shareholders dividends can not exceed 10%, the restrictions to allow owners of the 50% equity he let out-% These benefits to shareholders without the knowledge and technology to expand production, on this model, Conghui gathered a lot of talents, it also ensured that the team is relatively stable. In Conghui, not because of a senior manager to leave the trigger mass defection, is the so-called "Pan Jiang, without the rebels." 3) the tight labor contracts and legitimate in the labor contract to the commercial secrets of the enterprise (including technical information and information on Bud) define the scope, it will also lead to the burden of proof in disputes. Forbidding the contracts should be restricted Details of the terms, the general limit of business should include the specific scope, duration, The amount of compensation and payment method, breach of responsibility. "Zhongguancun chief" Duan Yongji answered Sina Wang Zhidong cited examples to illustrate the strength of the binding contract. Sina listed in the United States, Wang Zhidong drafted by lawyers for the appointment of up to 300 contracts, in addition, There were three additional documents : proprietary knowledge agreements, confidentiality agreements and agreements on competition. Wang Zhidong which is a left Sina, no matter what the reason, within five years. He and his immediate family members are not allowed to engage in similar activities, all of the income to Sina. 4) create a good environment for employment and entrepreneurship organizations to fully integrate resources, and create a better environment and increased entrepreneurial environment, make a strong entrepreneurial desire of professional managers will be large enough to display the vision arena. Conghui approach is worth learning from. When Conghui started a new industry, through internal and external John, a venture formed team. Venture Conghui team will receive all the technology, the website, brand, management and support platform. In venture capital, investment companies and taking venture investment team combined, Venture to each team of about 20% Venture Unit Venture Unit with their investment share some of the shares will be a great asset. If the team successful venture, a listed company will market and the management team that has a reasonable price-earnings ratio for the acquisition multiples. Then venture team will not only be lucrative, and non-negotiable shares will become negotiable shares. 5) Construction of human resources, information management system, the establishment of key talent pool to strengthen human resources information management, According to internal and external information enterprises to establish key talent pool. Internal information, including information-service personnel, service personnel information, personnel information, staff dynamic tracking information. Through these information, enhance employee turnover rate of change in the control and regulation, in a targeted manner to take early measures For example, from early talent bank selected reserve personnel training so that they can in the shortest period of time doing the work. External information including information with the industry personnel with the industry's need for personnel information, and personnel supply information. Through the talent supply situation understanding, rapid and effective consequential personnel; Meanwhile, understanding of other enterprises, particularly the competitors human resources policies, but also help enterprises to re-examine the internal systems, make adjustments accordingly. 6) to enhance their collective crisis management have a strategic switch to avoid to win a battle and lose a battle. First senior should be unified external diameter, the impact of the media control in the context of ideal; Take the initiative to communicate with customers. from the company to allow customers to obtain information first, instead of other informal means of access to information. Second, the collapse of collective switch to the team, understanding staff to flee to the internal forces driving factors, different take different approaches, such as offering higher salaries and positions, or relevant training opportunities. minimize problems arising from the "Butterfly Effect." Finally, the solution of internal human resources needs, please tune with the way the first time to address the core needs of the people, stabilize and consolidate the existing team to ensure the healthy development of business. In addition, the company managers to be associated with the collective quit the outstanding staff to maintain informal links If there is not suited to the new environment can be renewed cooperation. 2. Building organizational culture that many enterprises have not clearly stipulated requirements are not clear, in such circumstances, acts of others must expect the stability requirements in a "tacit understanding" on the basis of established order, Otherwise, the enterprises running transaction costs will be high and may even fail. This "understanding" and stability can be expected that the enterprise culture (Kreps,1986). From this perspective, the enterprise culture is mainly be used to cover the formal contract deficiencies. Peter Senge in "The Five Disciplines" -- that "there are members of the Organization of purpose, vision and values. constitute the basis of consensus. "With such a consensus, loyalty will transcend certain narrow limits of a particular individual from loyalty, to a small group loyal to the common cause, and have a vested in one important task, an important cause of the mission, This mission will take the initiative to staff sincere dedication and commitment, thereby reducing the probability of mass defection. 3, a personal level employment relationship on the surface of the labor contract, in fact deeper level between the two sides on mutual commitments that the psychological contract. We advocate the "loyalty" of the economy is beyond the psychological lease contract Such a contract is only to satisfy both sides in the case will be effective. Collective quit, the boss and professional managers need to weigh the two sides is : What are the advantages outweigh the disadvantages of their own. or more harm than good? 1. professional managers point 1) the attitude adjustment as a professional manager, Once the choice of a business as a personal development stage, it should be personal "occupational loyalty" into "corporate loyalty." Loyalty to the enterprise is a stage, we do not advocate a person's career is not changed, This social progress and economic development are incompatible. But in seeking to re-develop their own position, the need to consider the interests of business services, assume their "duty obligation." that is, after leaving their former jobs within a certain period of time of the original company by its obligations and responsibilities. Behind the commercial interests, so a firm moral interests and the defenders of the system is important, because employers do not want any employment without ethics people. 2) the adjustment of corporate strategy issues like sick patients, some patients can be cured, the cure to the disease, populations; the problem is that some diseases are incurable or difficult cases, the need for drug therapy plus or warrior's arm, not only painful, but lasted long, many bosses will not have the patience and confidence to wait until completion of a course of governance, let the "doctor" of the school. As a result, professional managers who must size up the situation, the right remedy. First, the rapid gain stage to develop the confidence of the boss, to enhance their endurance to bear the pain, "small victories" for the "big one" the time and opportunity; Secondly, the lock limited objectives, even slow down the "death" is successful. Since the company's goal of the non-individual efforts can achieve only a conservative approach to treatment : reduce suffering and prolong life; Third, Smashing permitted. If "small victories" for the time is not high probability of success, conservative treatment is not effective, but risky "operation" However, it must advance the causes and effects of repeated note, and let the boss a leading home health psychological preparation. 2. Boss angle 1) The majority of entrepreneurs start a business without a well-thought-out plan, more of "expediency", or are not opportunists. However, enterprises must grow into a lasting competitive edge exists body it will be up to a random opportunistic into creating a well-thought-out strategic planning, creative, Entrepreneurs need control of the business to professional management of the enterprises. Because of this, the boss must be a sense of innovation : business is not only profitable carrier business, but also create a cause of the sites; from the mentality of innovation : the development of enterprises because of the efforts of all staff, and not just because the boss efforts; from institutional innovation : sound systems, the full authorization to use the power system constraints; from the management innovation : full implementation of the people of the management, to communicate with team cohesion enterprise culture. 2) any changes to the core interests of the groups changes need careful design and act prudently. If the switch were to leave Core boss to magnanimously dealing with the aftermath, the compensation to give enough, the past, care for the poor must apologize to my colleagues can not continue to be friends. References : 1. Zhang Xuejun : "The need to switch to a collective view", "China's Talents", the 1997 No. 2. 2. Jiangxiangyu : "The current labor relations protection of commercial secrets", "Lawyers world," in 2002, No. 1. 3. Yu Ming Yang : "China manager criticism", "Business Research," 2003, 5. 4. Zhang Weiying : "entrepreneurs and professional managers : how to establish trust" contains "Journal of Beijing University (Philosophy and Social Science Edition)", 2003, Vol 40 No. 5. 5. Qi Shu Central : "China manager reforms and the common confusion boss", "China Business" 2001 No. 2.