As China's fastener industry's rapid development and the increasingly fierce market competition, corporate demand for technology professionals increasingly, in the current severe employment situation for graduates of the University of mid-rise, six months ahead of most of the enterprises already signed a contract. But shortly after entering fasteners businesses, many university graduates has chosen to leave the switch. The reason, of course, there are university graduates themselves, but also because major in fasteners business reasons, such as work environment, living environment, corporate culture, the development of vision, income treatment, the career staff design, etc. There are certainly many aspects of the problem, unable to attract and retain university graduates. 

          At present, China has entered a strategic development fasteners period, from the fasteners are in the country to power fasteners a crucial period in global economic integration is an important stage, fasteners business competition is in the final analysis personnel Competition, competition of overall national strength is also a manifestation.

         "11th Five-Year Plan" period domestic and international environmental changes in the situation, the international trade friction intensified, fasteners also participated in international market is fiercely competitive, and competition is the focus on the quality of products and fasteners personnel launched. Knowledge-based economy that is "talent economy," culture of large quantities of highly skilled personnel, upgrade the staff of the fastener industry overall quality to meet the rapid development of the fastener industry demand is a very urgent task.
Fasteners talent development, both through the introduction, training, is also essential to retain and use of talents. The loss of talented people, especially the loss of high-quality talent, is an immeasurable loss fasteners businesses.

          In efficiency is money today, it is difficult fastener business to the rapid recruitment of much-needed personnel, recruitment of new staff also need to have some time to familiar with the environment and enterprises, while the flow of talent to rival his company is a A direct threat. In order to avoid the loss of brain drain, the world's leading enterprises fasteners to attach great importance to the management and staff incentives, trying to retain talent. Now the one hand, the lack of qualified personnel, personnel ran out of the political arena, has long been fasteners businesses, professionals site to the media consensus.

           To overcome the loss of more effective, we must perfect the mechanism from the start, take effective measures to establish a sound mechanism to retain talent. Cause to do to keep people feeling, to keep people proper treatment, to respect knowledge and talent, and create a corporate culture keep people. In this regard the experience of a company in Zhejiang Province for reference, as the production of automotive high-strength fasteners business, in recent years, the company annually from colleges and universities to introduce a number of high-quality, machinery university graduates. In order to cultivate and retain them, the company focused on the establishment of four mechanisms, first, the establishment of scientific and technological personnel to tilt the distribution mechanism. Reform the distribution system, breaking the income distribution of the "big pot", to establish scientific and technical personnel and university graduates inclined to reflect the talent market value of the distribution mechanism, the implementation of "special posts of special pay" special contribution to the special pay, "first-class performance-class income Policy so that scientific and technological personnel and university graduates with the level of income consistent with the basic market price.

         The second is keen to establish rewards innovation mechanism, launched scientific and technological personnel and university graduates with practical production and management of technical innovation and technological research activities, to declare the beginning of the end of the year recognition Zhong Jiang, formed a "meritorious innovation, and innovation glorious, innovation Zhong Jiang, everyone To innovation "atmosphere, and aroused the scientific and technological personnel and university graduates a sense of pride and sense of responsibility and sense of accomplishment.

         The third is to establish the cause of people's incentive mechanism. On the one hand, the company increased the intensity of reform and innovation to accelerate the development of enterprises across the scientific and technological personnel and university graduates are encouraged by, there was the first dry, You Pantou, Bentou, sweetness. At the same time companies are engaged in the business prospects painted it and let the scientific and technological personnel and university graduates are willing to strive for it aspire to a better business prospects for the development of talent pool. On the other hand, the scientific and technological personnel and university graduates full confidence, large-scale use, do not need to re-weight relationship, not re-qualification abilities, not-as-performance, scientific and technological personnel and university graduates feel that they are brought into full play the role, Recognition of competence, value realized, thereby creating a sense of achievement and satisfaction.

        Fourth, the establishment of training improve the incentive mechanism, in addition to technology companies and university graduates practice income tilt treatment, back to them to provide more study and training, inspection and learning opportunities to continually update their knowledge, their intellectual activated Resources formation of respecting knowledge, talented people, and a good atmosphere for innovation. The company's experience has proved that as long as we attach great importance to effective measures, they will be able to attract and retain qualified personnel, so as to promote enterprise development.