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1、Brain drain of Economic Analysis and InspirationThe 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
2、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 u
3、tilize 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 conclusionsEnterprise brain drain usually refers
4、 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
5、 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
6、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
7、 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 talen
8、t 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 enterprises initial gains inflow of qualified personnel in the enterprises and the enterprises receip
9、ts erecting barriers and the proceeds (the damages), and talent in the enterprises 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 th
10、e 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
11、 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 analysisBased on preceding text economical rational supposition. We know the business and pers
12、onnel 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 out
13、flow choice outflow. In reality both enterprises or talent, its costs and benefits are very complex, Here specific analysis of the players costs and benefits, in order to draw more useful insights.2.1 Enterprises cost and incomeBrain drain caused by corporate cost: Although the brain drain of enterp
14、rises sometimes has some positive significance. If reasonable promote optimal allocation of talents, such as vigilance.However, 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. Fir
15、st, 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 t
16、he 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 psychologica
17、l 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 barri
18、ers 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, concret
19、e 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 co
20、st 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 barrier
21、s 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 proc
22、eeds 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, erect
23、ing barriers cost of the system, we refer to the erecting barriers and increase the overall management of the burden. barriers tothe overall management of the burden; Enterprises set up barriers to truly be the role of institutionalization and standardization. this process also requires enterprises
24、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 : Fi
25、rst, 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
26、 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 b
27、rain 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 gainsThe outflow of personnel costs primarily include the following aspects : First, the outflow of personnel decision-making cost, which mainly in
28、cludes : 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 t
29、he 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 o
30、utflow 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 an
31、d 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 f
32、acing 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 pro
33、ceeds 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 p
34、rofessional 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 e
35、nterprise, 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. Inspiration3.1Motivation The flow of talen
36、t 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 attitude
37、s 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 le
38、vel 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;
39、 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 ta
40、lent 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
41、 An end to the flow of talented people together to have an impact.3.2 SolutionEnterprises 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 ineffi
42、ciencies, and this method with the enterprise and talent Game - not erecting barriers - not floating divergence. Therefore, enterprises need to consider the adoption of non-road barriers to overcome brain drain. Talents in the inflow and outflow from the enterprise business income gap between the im
43、pact of the flow of talented people is the basic factor. Establish reasonable pay system is a brain drain enterprises lower the basic rate of one path. Reasonable salary can raise the level of the enterprise in the initial proceeds of R0, reducing income disparities D, competitive pay levels can not
44、 only prevent the enterprise talent drain, but will also attract external inflow talents; Science salary structure will enable personnel under their own conditions rational distribution, use, increase their human capital, their receipts expected a clear and narrow the gap between expected income; ap
45、propriate salary payment system through the payment of media time and pay adjustments can raise the same pay level of effectiveness. 人才流失的经济学分析及启示人才优势是现代企业竞争优势的核心，人才竞争是企业间竞争中最为本质的内容。日趋激烈的国际化竞争使人才流失成为制约企业持久发展的重要问题。随着现代经济市场化程度的提高，知识经济时代的显现，如何有效地解决人才流失问题成为每个企业所必须解决的历史课题。运用现代经济学的基本分析工具，分析了威胁现代企业持续发展的人才流
46、失问题，并在此基础上提出了一些克服人才流失的对策。1 企业人才流失博弈分析的结论 企业人才流失通常指人才基于一定的动因，从一个企业组织中游离出来或从一个企业到另一个企业的过程或现象。当动态地考察人才流失行为的发生时，人才流失是一种过程；当静态地考察人才流失结果时，人才流失是一种状态现象。现实中，致使人才流失的动因是多种多样的、综合的。按照经济学分析的传统，本文假设企业人才流失是企业与个人之间以成本收益比较为基础，进行的博弈过程的结果。人才比较自己流出的成本收益决定是否流出企业，企业也同样根据设置壁垒的成本收益分析决定是否设置壁垒。这里的壁垒主要指企业为防止人才流失而建立的有关制度规则，不包括企
47、业对人才施行的物质的与非物质的激励措施。 我们经过对博弈模型进行均衡分析看出，人才流出的概率与企业设置壁垒的成本以及人才为克服壁垒而支付的代价(违约金) 有关，与企业设置壁垒的成本呈正向关系，企业设置壁垒的成本越高，人才流出的概率越高，因为高成本会降低企业设置壁垒的概率；与人才克服壁垒的代价呈反向关系，人才克服壁垒的代价越低，人才流出的概率越高。企业设置壁垒的概率与人才在本企业的初始收益、人才在流入企业的收益以及企业因设置壁垒而获得的收益(人才交纳的违约金) 有关，与人才在本企业的初始收益呈反向关系，人才的初始收益越低，企业设置壁垒的概率越高；与人才在流入企业的收益呈正向关系，人才在流入企业的
48、收益越高，企业面临的竞争压力越大，因而企业设置壁垒的概率越高；与企业因设置壁垒而获得的收益呈反向关系，企业设置壁垒的收益越低，其设置壁垒的概率越高，因为企业的收益伴随着人才的成本(罚金) ，克服壁垒的低成本往往导致人才流出的概率升高。2 企业人才流失的成本与收益分析 基于上文的经济理性假设，我们知道企业和人才的决策都是权衡成本收益比较的结果做出的。只有设置壁垒的收益大于所承担的成本，企业才会采取设置壁垒策略，而人才也不会在流出收益不足以弥补流出代价时选择流出。现实中无论企业还是人才，其成本与收益都是相当复杂的，这里具体分析一下各局中人的成本与收益，以便从中得出更多的有益启示。2.1 企业的成本
49、与收益1、 人才流失引致的企业成本：虽然人才流失对企业有时也有一些积极意义，如促使人才合理优化配置、提高警惕等，但是由于通常人才流失对企业都是弊远大于利的，因此本文只讨论人才流失对企业的损失。其一，人才流失引起人才空缺引致的企业效率损失以及企业的人才重置成本。其二，人才流失引致的企业在商业秘密、核心技术、稳定客户等方面的损失。其三，流失人才为竞争对手所用，必将改变企业间的竞争实力对比，有时甚至会改变企业间的相对地位，从而给本企业造成巨大的损失。其四，人才流失还可能引发连锁反应，如，增加其他人才的心理成本，影响其积极性等。其五，人才流失还可能给企业带来噪音，降低市场对企业的评价结果，从而影响企业声誉、股票价格等。2、企业设置壁垒的成本主要包括以下几个方面：其一，设置壁垒的直接成本，指企业因设置壁垒而发生的直接支出。主要包括：设置壁垒的初始成本，具体指企业在制定有关制度规则过程中所支付的人力、物力成本；壁垒的作用成本，具体指为保证壁垒的有效性而衍生的相关组织机构和规章制度的变动成本以及人才触及壁垒
