As a traditional manufacturing wire and cable enterprise, the core factor of production is the raw materials of copper, aluminum and rubber, and there is also a talent. It goes without saying that the price of copper, aluminium, rubber and plastics has an effect on the price of wire and cable. Everyone knows it very well. However, the price of raw materials market can not be grasped by wire and cable enterprises, so they can only do a good job of relevant measures to ensure the supply of raw materials. However, as another factor of production, talents in the wire and cable industry, including technical personnel and marketing personnel, can be prevented and cured by effective means.

        Private enterprises are the main body of cable enterprises in China. There is a problem in privatized cable enterprises, that is, the flow of personnel is very large. Professional organizations have conducted questionnaires on multiple positions in many enterprises in the cable industry. Most people have the idea of "appropriate consideration" for the current mobility intention survey, while a small number of people say they will take the initiative to look for opportunities. Only a very small number of people have no idea about the intention of "job-hopping".

        From the whole process of wire and cable industry, we can see the abilities that the talents of wire and cable industry should have: the ability to solve the technical problems of wire and cable production process; the ability to coordinate the management of production process, the ability to inspect and control product quality, the ability to inspect and apply cable materials; the ability to understand the principle of wire and cable production equipment, and the basic ability to operate and maintain equipment; The ability of using quality assurance system to control the quality of production process, etc.

        In a cable system, technicians and salesmen occupy a high proportion, while the proportion of functional staff occupies almost the same proportion as that of other industries. According to statistics, cable engineers, production management, salesmen, quality inspection, technicians occupy more than half of the total number of positions in the cable system.

        According to the distribution of core positions in cable industry, cable engineers account for 4% of enterprise talents, salesmen account for 19%, quality inspectors account for 6%, production managers and technicians account for 29% and 42% respectively. From this we can see that the cable industry needs many basic technicians and basic sales personnel, and most of the personnel in the flow of talent are these basic personnel.

        From the point of view of the working life of mobile staff in wire and cable enterprises, the turnover rate is 33% in one year, 26% in one to two years, 22% in two to three years, and 19% in more than three years. From the proportion of mobile personnel, we can see that most of them are those who have worked for less than one year and one to two years. These talents should be analyzed. The main reasons for mobility are as follows: 1. dissatisfaction with income; 2. inadequate development of one's abilities; 3. the possibility of promotion is too small; 4. dissatisfaction with employees'welfare benefits; 5. dissatisfaction with the content of work and one's interests; 6. bad working atmosphere (including interpersonal relationships); 7. too much work intensity; 8. bad social evaluation of the company; 9. other.

       From this we can see that the main factors that really affect the flow of talent in the wire and cable industry are income, promotion space and welfare treatment for employees. These are inseparable from personal ability, subjective understanding and enterprise system, and a part of the personnel who leave because of the inconsistency of work content and their own interests, which is mainly caused by personal reasons. Other reasons include the choice of place of work, family factors and so on, which are secondary reasons for the flow of talent.

        From the analysis of employees'job-hopping mentality, we can see that those who have not considered leaving the present service enterprises are well-known enterprises in the region or the whole country, with strong strength and good prospects for development, while the talents are highly appreciated and reused by the leaders, with good salaries and playing space, and are very satisfied with their working conditions and environment. Meaning.

        For those who take the initiative to seek new opportunities, they can be divided into several categories: first, talents meet the bottleneck of career development in the enterprises they serve, and their salary income is lower than that of other enterprises in the same industry; second, there are major management or management problems in the enterprises they serve, and people are scattered, so they can not work smoothly; Only in the service of enterprises can not be recognized on the ability, there is no better enthusiasm and passion for work. Based on the above points, finding new development space is a better choice. Those who have suitable job opportunities can consider job-hopping, they are basically satisfied with the current situation, but there are still many personalized requirements that have not been met. They will make a comprehensive judgment of new opportunities combining the size of the enterprise, professional atmosphere, sustainable development ability, workplace, income level and other factors.

        Fifty percent of employees in small private enterprises consider the right opportunity to consider job-hopping. Thirty percent will try to find new opportunities. Only twenty percent have not considered job-hopping. From these data, it can be seen that the talent flow in the wire and cable industry is relatively frequent. Comparatively speaking, large enterprises such as joint-stock, group and state-owned enterprises in cable industry pay more attention to the salary, welfare and vacation of employees, and the working environment is better, so the flow of talents is not so intense. From this, we can see that the law of talent flow in wire and cable industry is that the talent flow in private enterprises is obviously higher than that in state-owned enterprises and group joint-stock enterprises.