1. Introduce human resource management training to improve the ideas and skills of all managers;
2. Secondly, set up the human resources department, let the executive vice president serve as the manager, and give full play to the role of the human resources department;
3. Establish a basic human resource management system with job analysis as the starting point, performance appraisal as the center and salary distribution as the result;
4. Focus on the following aspects:
1) Strengthen the internal communication mechanism.
By holding regular discussions and exchange meetings in the company, employees and managers can communicate comprehensively and frankly. At the same time, the company set up a suggestion box to encourage employees to make more comments and suggestions and reward practical good opinions. In this way, the relationship between leaders and employees is no longer just a simple relationship between leaders and employees, but a brand-new partnership, creating a healthy atmosphere of democracy, enterprising and cooperation.
2) Improve the incentive mechanism.
A very important factor that can't retain talents is the lack of effective incentives for talents. When it comes to incentives, many companies will naturally think of using money and retaining talents with high salaries. Indeed, a high salary can attract people, but it may not keep them. Spiritual motivation, sense of accomplishment and sense of identity are important factors to retain talents, but they are often ignored by many enterprises. Experts from the Institute of Psychology, Chinese Academy of Sciences found that in the ranking of job importance, salary and bonus factors ranked sixth and eighth, 1 was a sense of accomplishment, followed by appreciation, job itself, sense of responsibility and promotion opportunities, showing the importance of non-monetary factors. According to the two-factor theory of behavioral scientist Herzberg, wages, working conditions and working environment are "health care" factors, which have no incentive effect, but work achievement, social recognition and development prospects are the real incentive factors.
Therefore, hold an experience exchange meeting so that outstanding employees in the company can share their experiences with everyone and let everyone recognize their work achievements; Provide employees with promotion opportunities; Measures such as implementing participatory management are worth popularizing.
3) Pay attention to employees' career planning.
Enterprises, like teams, can hire big-name stars with high salaries, but if these stars can only compete with second-rate teams in the future, they will definitely not be able to stay. To retain talents, we should not only give full play to their role, but also let them have clear goals. This requires managers to help employees plan their careers, understand their task completion, abilities, needs and aspirations, put themselves in their shoes to help employees analyze the current situation, formulate future development goals and make implementation plans, so that employees can achieve their personal goals in the process of contributing to the company's development and retain talents in their careers.
4) Strengthen staff training.
Of the 100 enterprises selected by Fortune, only 4% have the lowest turnover rate. Almost every one of these enterprises provides free or partially free training for employees.
As an important content and means of modern enterprise management, training has been paid more and more attention by enterprises. On the one hand, training can change the working attitude of employees, increase their knowledge, improve their skills, stimulate their creativity and potential, improve the operating efficiency and sales performance of enterprises, and directly benefit enterprises. On the other hand, it can also improve the quality and ability of employees, and make employees realize that enterprises attach importance to them, and they will realize that training is the best welfare provided by the company and the best gift given by the company. At the same time, from the perspective of the company's future development, if education and training keep up, talents will have continuity and cohesion will be greatly strengthened.