Retain people by "professional adaptation". Mobil Company has formulated a "career adaptation" plan for the recruited employees, so that employees can understand the different job responsibilities of each department as soon as they enter the company. Once you want to leave your job, you can look for development opportunities within the company and find a job that suits you. Mobil oil company pays attention to giving full play to the abilities of employees at different levels, giving them promotion opportunities in advance and arranging different jobs. By screening managers at different levels, we hope to find and train new leaders of the company and let them work in various functional departments in turn. In order to adapt them to the new occupation, each newcomer is also equipped with a "development contact".
Relying on "vocational training" to retain people. Edelman public relations company believes that to keep employees, it is not to tie their legs to chairs, but to give them wings to fly. Since February 1988, Edelman Company has started to implement its global training plan-Edelman University. Edelman University has developed different compulsory courses for senior managers, directors, administrative and support personnel, new employees and interns, and offered specialized courses as elective courses according to the different situations of the company's office. For the training of new employees, the company pays attention to discovering everyone's advantages and disadvantages when recruiting, and confirms which shortcomings can be changed through training. At the same time, they also attach great importance to training in the process of employee promotion.
Relying on "hardware" and "software" to retain people. Shanghai Hewlett-Packard Co., Ltd. regards a good working environment as the key to retaining talents. HP's point of view is that a good office environment can improve work efficiency on the one hand and ensure the healthy balance of employees on the other. Therefore, HP advocates the concept of "people-oriented" office design, and strictly checks whether desks and office chairs conform to the principles of "humanization" and "health". Hewlett-Packard has also set up special breaks every morning and afternoon, where employees can relax their music and adjust their body and mind, or use the gym and massage chairs to "release themselves". HP pays more attention to the construction of "software environment" than "hardware". Hewlett-Packard adheres to the principle: "I believe that anyone will pursue perfection and creativity, and as long as they are given the right environment, they will succeed." This is the famous "HP Way". Based on this belief, HP strives to create a relaxed and harmonious working atmosphere, fully trust and respect employees, so that they can always maintain a good mood and give full play to their talents and imagination.
Let people perform special tasks. In order to retain capable employees, Hunigan Company of the United States has implemented an employee structure chart and worked out the satisfaction coordinates: one axis reflects the manager's satisfaction with the work, and the other axis reflects the manager's satisfaction with the company. Monitor the possibility of employee turnover in this way. After the two coordinates reach the intersection point, the company will take stimulus measures to help employees get through the dangerous period of job-hopping. For this reason, for some employees who are expected to be promoted, if there are no vacancies for the time being, they can be given a special task that takes several months to complete. President Morris bluntly said: employees will feel guilty because they suddenly leave in a compelling job; This will also give the company a few months to breathe and find the promotion opportunities that employees expect.
Large foreign companies generally believe that the most difficult talents to retain are middle managers, especially those who have worked in the company for 3~8 years. They are familiar with the management of the company, but they have less opportunities for rewards and promotion.
Attracting talents "combination boxing"
None of today's leaders is stupid enough to doubt the role of talents. 10 years ago, in the United States, which has always been based on technology and attached importance to profit, someone put forward a simple and profound slogan: "People are our most important asset!" We should realize the importance of talents, but it is more important to know how to use people. It is obviously not enough for a company to discover and appoint talents only through its own observation and understanding. Smart companies should understand the importance of seeking talents by talents and learn to play "combination boxing".
Lan: "The talented people in the world use it, and they can do anything by Tao." This is the essence of a generation of overlord Cao Cao. For the company, the only way to win and develop is to recruit as many talented people from all over the world as possible and carry out spiritual armed forces if conditions permit. An American company actually bought its own company for a talent, which shows that recruiting talents is also a matter of singing and even doing everything possible.
Borrow: not for everything, but for use. When the company's own conditions do not allow, or the required talent conditions do not allow, the company can adopt the way of borrowing wisdom to solve it. The usual methods are to hire consultants, temporary employment, etc.
Dig: dig each other's walls. For the talents they particularly need, they should dig from social institutions, state organs, scientific research institutes and competitors. There are direct digging methods and headhunting companies.
Group: Best match with talents. As the social division of labor becomes more and more refined, it naturally forms a combined world. It is this combination, from Boeing aircraft to Nike shoes, and the production is scattered all over the country. For human resources, the combination is internal and external talents. This has also brought about the evolution of the company's organizational system to a flat matrix project structure. It should be said that the combination is the hub of the materialization of human resources, and the superiority of the combination determines the role of human resources, which can make the disorderly human resources orderly allocated.
Development: divided into human resources development and self-development. This is the key to the regeneration and function of human resources. The company's human resources development aims to develop individual abilities through the formation of a static learning organization. The second is to dynamically use job opportunities to deal with their potential. Self-development is the self-development of the post, the evaluation of other posts or the overall situation, and the highlight of random events.
What is worth learning is Japan's practice. From 1960 to 1970, the Japanese bought 25,700 patents from all over the world for $5.7 billion. Results It took 15~20 years to reach the world advanced level. If we develop it ourselves, it will cost at least $200 billion. It should be said that patent is the premise. The combination of these 25,700 patents is the key issue. In terms of human resources, the same is true, and it is more important than patents, because people are its carrier. After Japan's economy developed to a certain extent, on the one hand, it continued to purchase patents, on the other hand, it set up research institutions abroad and directly used the world's advanced talents. At present, there are more than 160 research institutions in Japan, which are scattered all over the world, especially in developed countries, directly attracting local excellent experts and talents and indirectly employing countless talents. This is a strategic measure for Japanese enterprises to seize the commanding heights of information and management technology after completing the middle and early stages of development. Therefore, companies in China must also attach importance to the use of "combination boxing", increase the intensity of attracting talents, and seize the commanding heights of talents.