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With emotion, with the pay and conditions, which keep people with policies for enterprises?


With the further development of market economy, the face of foreign competition, how to retain talent, and to employees to grow with our business? The earliest approach adopted by the company file to keep people, by the accounts to people, now these have been ineffective, many people do not pay much of those already. In practice,abercrombie paris, companies have summed up a lot of argument with Chinese characteristics, such as But that does not stop the pace of movement, due to work reasons, I often received some resumes, a few years ago can still see some people working in a unit of ten,sac hermes birkin, eight, and now is often encountered in the work of three or four years, six units have been changed, this phenomenon is now more and more. Of course, for those less than three years old, has changed five or six units, each unit who spent less than a year or so, I usually dare not use, changing jobs too often can not be good. Cost mobility of human resources management in the enterprise over the past suffered less attention, mainly not to the shareholders, the executives that its financial impact. Therefore, we done a lot of investigation and research, found some valuable data, such as the cost of mobility, our survey shows that companies spend on mobility account for the cost of annual salary paid to employees is about 1.5 to 3 times. This means that if a person had a salary of $ 100,000, or for any reason he quit the left, then at least within a year, the company invested in new successor body money than his predecessor's salary to more than 1.5 to 3 times, which is about 15 million to 30 million, which is just visible on the turnover spent on the cost, in fact, turnover would have a low efficiency, so the potential costs of delays. Sometimes, the couple often means he wants to take over the reconstruction of a thing, and this will certainly lead companies to spend more money. Suppose a company employee who spent a total annual cost of $ 40,000, we calculated on the basis that the cost spent on the movement of personnel costs to retain a 1.5-fold, if this enterprise has 10,000 people each year staff turnover reduced by 5, that would reduce the cost of $ 30 million; if companies have 5,000, you can reduce the cost of $ 15 million, that can reduce per 1,000 $ 3 million. Similarly, 1,000 domestic enterprises, we take 1.5 times the benchmark, to staff in calculating the total cost of 100,000 yuan,christian louboutin pas cher, staff turnover reduced by 5, then it could save 7.5 million yuan to enterprises. Talent is required to have the business skills of people who are talent? What people should stay? Traditionally there,franklin marshall paris, loyalty, hard work, investment, people are people with expertise. Someone who can do this year, three years of living, factory as home, business-home work is not rest, even on weekends do not go back. Now is the value of human observation qualifications, experience at the same time, more concerned about the actual ability, such as verbal ability, interpersonal skills, teamwork, analytical skills, computer proficiency, etc. Enterprises started by the use of U.S. Apple CEO mentioned a talent: there are four categories of business people, smart and capable, competent, but not smart, but can not do smart, neither smart nor talented. He mentioned that if people want to cut it, it will be mediocre, that is that talented and not smart. Because he was not smart, but he was particularly competent, he did more, then if in the wrong direction, the greater the damage. This talent with our previous concept is very different. What young people want to turnover is relatively high in the business, remuneration is sometimes not the most important. Ease of mind, career planning, career development, etc., these are more prominent position. Now many young average age of employees of enterprises is only 30 years old, learning and development in terms of these young people are particularly valued. They want the whole career planning, in a relatively rapid development of enterprises which, some people began just a sales representative, after selling several large orders that the sales manager, in a very short time, but also soared, up to the sales director, then he does not know what to do, how to develop the next step? Enterprises do not know, this business is concerned, Ken


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