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Since China entered WTO in November 2001, more and more large trans-national companies in the world have been come into the Chinese market, not only in terms of product and service, but also in human resources, 代写留学生论文for competing with Chinese enterprises. At present, there are so many enterprises in China, especially small and medium sized-private ones are placed in an embarrass situation. On one hand, the scale of these enterprises is too small, and not famous, difficultly attracting talents, and at the same time, as these smaller sized- private enterprises quickly developing, they need a large amount of capable and skilled personnel, thus it caused a contradiction between development and human resources, on the other hand, due to the lower level of the management, made the enterprises lack a reasonable plan for the talents, and even no systemic recruiting and training programs, as a result, the talents in the companies can not be promoted, so that it accelerated the loss of talents. However, if enterprises can not reserve good talented people and, attract more new comers, certainly, the enterprise itself will be suffered. Private business plays an important role in economy development, social progress, supplying jobs, increasing social revenue and so on. Private business is a stone miles of China economy. While private business is becoming power of social development and symbol of wealth, social pays more attention to private business itself, from attention to criticism and further research to return to theory.
Table of Contents

Declaration
Acknowledgements
Abstract
Table of contents

INTRODUCTION 1
1.1 INTRODUCTION 1
1.2 RESEARCH AREA 1
1.3 THE RESEARCH OBJECTIVES 1
1.4 STRUCTURE OF THE STUDY 2

LITERATURE REVIEW 3
2.1 INTRODUCTION 3
2.2 REASONS TO TURNOVER 3
2.2.1 ‘Pull-type’ causes 4
2.2.2 ‘Push-type’ causes 5
2.2.3 Unavoidable causes 5
2.2.4 Involuntary causes 6
2.3 SOLUTIONS TO THE TURNOVER 6
2.4 SOME DEBATE IN THE RETENTION LITERATURE 10
2.6 CHINESE SME TURNOVER CAUSES AND SOLUTIONS 10

RESEARCH METHODOLOGY 12
3.1 INTRODUCTION 12
3.2 SOURCES OF DATA 12
3.2.1 Secondary research 13
3.2.2 Primary research 13
3.3 ACCESS ISSUES 14
3.4 DATA HANDLING 15
3.5 DATA ANALYSIS 15
3.6 LIMITATIONS 16
3.8 ETHICAL ISSUES 17
FINDINGS 18
4.1 INTRODUCTION 18
4.2 ESTABLISH AN EFFICIENT MECHANISM FOR ATTRACTING TALENTS IN CHINESE SMES 18
4.2.1 Set up a right concept for the talents 19
4.2.2 To establish efficient recruiting system 22
4.3 TO FOSTER AND PERFECT TRAINING PROGRAMS 26
4.3.1 Emphasize on the designing of training management process. 27
4.3.2 Analysis on training requirement 28
4.3.3 Design training and develop programme system. 29
4.3.4 Evaluate the effect of training and development 29
4.4 HOW TO FORMULATE AND IMPLEMENT A CORRECT AND EFFICIENT MECHANISM FOR RESERVING TALENTS 30
4.4.1 To set up a reasonable remuneration system 30
4.4.2 To foster corporate culture with centralization. 35
4.5 THE ANALYSIS OF LONG TAI HUA LTD. CO. ABOUT THE TALENT ATTRACTION AND RETENTION. 38
4.5.1 The Introduction of LTH Company 39
4.5.2 Attracting and reserving the talent problems in LT本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。