Plastic pallets as a fast-growing industry, its innovation in theory and practice are relatively fast. Therefore, regular and institutionalized training for employees is a problem of great concern in the development of enterprises.
Plastic tray enterprises are more worried that the excellent talents after training will flow to the more competitive enterprises, which will bring double effects of brain drain and competitiveness decline. However, with a high turnover rate and a low turnover rate, they all have a relatively perfect talent training and development system, which also forms a strong competitiveness of enterprises. Therefore, the plastic tray enterprises should renew their existing concepts, pay attention to the training and development of talents, in order to attract more talents and win competitive advantages for enterprises. The implementation of employee career planning through the previous data analysis results show that employee career planning is a major factor in personal factors.
Compared with the general staff, the plastic pallet manufacturer not only pays attention to the material reward they get, but also has a higher self-worth pursuit, that is, to achieve their own career planning. Faced with the fierce competition between state-owned enterprises and foreign-funded enterprises, one of the key factors for plastic tray enterprises to retain core talents is to establish a career path for talents to realize their own career planning, tap their potential through continuous training and good promotion mechanism, improve their prestige in enterprises and even in the industry, and meet their higher needs. At present, many private enterprises pay little attention to employee career planning, resulting in a high brain drain rate. Therefore, plastic pallet enterprises should pay attention to the career planning of employees, through the analysis and judgment of subjective and objective conditions, to formulate appropriate career development direction for employees. At the same time, we should also provide various arrangements and services to provide more convenient conditions for their career development. Enterprises can establish career development files for employees, track their development needs and achievements, and effectively supervise their behavior. Conclusion After decades of efforts, Chinese plastic pallet enterprises have made great progress. However, the current high brain drain rate has become a bottleneck restricting its sustainable development. How to reduce the rate of brain drain to improve competitiveness is a problem that private enterprises need to focus on. The retention of talents is a complex and systematic work, which needs to be prevented after effectively grasping the causes of brain drain.
Qualitative and quantitative analysis is made on the causes of brain drain in plastic pallet enterprises. It is concluded that the main reasons are internal reasons and personal reasons of employees. Corresponding preventive measures are put forward to provide effective reference for solving the brain drain problem and improving competitive advantages.