August 28, 2010
\ point of view, employees can betray the company, it is difficult to betray their social network, if the company is the backbone of a people reluctantly starting to build a \ this factor.
Company culture and the introduction of a talent to spend a lot of cost, so all hope that talent can come in to take root, the development of the Company and contributing wholeheartedly. The loss of talent will be the company huge losses, but also by the leadership of the most do not want to happen, so companies are trying to attract and retain talent, weaving a web of relationships is nostalgia is a good way.
Boss — I learned what a good boss
many employees leave the company only one reason: boring boss. Foreign recent 20,000 employees had just left the owner conducted a survey, the survey found, the backward way of supervision and management of the main reasons for the resignation of the staff. Staff can stay in the length of time depends largely on the relationship between him and the manager, good or bad. Fair and reasonable compensation and personal development opportunities is a very important factor. Many people had joined a unit is mainly directed at the company visibility in society and in the dominance of the industry. When assigned to a department, the daily work, more will be directly facing the department manager boss as the employees, prada handbags, in addition to excess charge of requiring employees, overtime, all powerful, the cause dissatisfaction management and employees, also head of the appointment of arbitrary, hurt the hearts of staff; director of manufacturing waste, and deterioration in team work; charge does not lead by example, often defy the law; charge of nepotism, intolerance and other reasons.
In addition, if the manager is not very good, or work in the sector overall is not important to the company , departments, no major improvement in business, then the department staff will be demoralized, over time, excellent talent is bound to soon;, prada belts, look elsewhere for better opportunities. Many staff turnover or salary survey report, the human relations movement causes the employee came in fifth, the lead, \ \ First, employees do not want to admit or accept their own heart and head because relations are not and which led to his Cizhi fact; second is after the resignation, coach handbags, like release date , the pay settlement and the future, other companies may come to conduct background checks and charge of a relationship, their destiny still lies in the competent hands; also is the fear of exposing their weak processing power relationships affect the future employment and so on. These have led to staff will look for other reasons as the reason for leaving. Now many companies are aware of this problem by strengthening the training of managers so that they learn to make competent, learn to use the scientific style of leadership and the staff do a good job, \
— Quit the company who is still an asset has already decided how to deal with the staff from Italy? For each company are very real for the topic. Human resources of large foreign corporations have such a new position called the \ It is the theoretical basis set: former employees are the company major asset. Many employers of the employees switched away with prejudice, or cold treatment or avoiding it. Motorola is unique, they have a system : If employees leave the company within 90 days of returning to the company, discount handbags, their length of service will continue to leave calculated on the basis of the former. Motorola believes that many people out there kind of look away and try to thoughts or ideas, this is the mentality of young people in specific. Out look, try again, often to learn more knowledge, more experience and lessons. If these people come back again the rather more pragmatic approach to work.
Thus, Motorola talent jumped ship after the departure of the company human resources department will keep in touch with career changers, to them, said the company welcomes them back. For some of our businesses, former employees of the management is quite different. North aspect of their management consulting firm, conducted a survey of hundreds of customers, survey data show that 80% of enterprises have a relatively stable recruitment and selection system, but with a sense of separation and the establishment of employee relationship management system does not record the interview to 10%, while Nenggou staff based on interviews recorded for Shu Ju leave processing, and Jian Li Liu Shi key element of staff, loss of cost analysis, and analysis based on Gai Bao Gao, Zhao Shou improve the company management and organizational culture Neibu enterprise than 1%. can Imagine, if interviews with former employees of the enterprise system have not been established, how will make employees leave the company human resources?
Staff — to encourage business relationship between colleagues
workplace environment that is a small community of employees, in the company, even if do not get along, do not like, we must continue to work together, because it is companies, not schools, has its rules of the game. If the reason for this easy \ Select a suitable working environment are of course important, but to improve their workplace EQ (emotional intelligence) is the development tool for work. First of all, we must depend on a pleasant working relationship is good or bad. So do not put a good relationship as ridiculous or effort, which means dismissive of tactics like using \
Actually in contact with a wide range of people, it is also an interesting company where the organization. This is the \ Development of social relations within the company – employees of the company loyalty can disappear, but my colleagues are not. By encouraging the development of social relations between key employees, the company apparently can reduce staff turnover. Work through the creation and development of social communities, such as members of a club, you can create a social bond, the employees were \
We can form a team to accomplish tasks, proved that this is more easily inspire the loyalty of members on the company can make employees love their work, and gradually leave their team Fajuehennan. Recommend candidates through internal staff – Generally, the way companies recruit mainly the following: recruitment through advertising the whole society, chanel bags cheap, or others recommended by staff, recruiting graduates, search operations and so on. According to preliminary statistics, by way of hiring employees recommended proportion is the highest.
Such as Cisco, at present, it has 40% -45% of the people is through the introduction of internal staff joined the company, which is called \ This has several advantages: The referee is often cooperative relationship with the referee had, it already has a team basis; because to know each other, it is rarely necessary qualifications to do the investigation; because the company situation has come about Therefore, newcomers can quickly access the situation and play a productive start to shorten the time. The recommendation by the staff through the internal loyalty is very high.
[1] [2] [3] Next