2. Develop targeted talent training programs with colleges and universities to meet the needs of grassroots talents in the company.
3. Through the combination of traditional media such as major news media, newspapers and television and emerging online media such as WeChat Weibo, the company's popularity will be improved and talents will be attracted.
4. Publish job advertisements through traditional recruitment websites such as Worry-Free Future and Zhaopin. Com and other vertical websites. At the same time, the use of Pulse, Boss direct recruitment and other emerging social recruitment websites, anytime and anywhere to attract talents to pay attention to and consult the company and the company's recruitment positions.
Secondly, in terms of retaining talents, the company broke the unchangeable salary system in the past and improved the performance-based salary system and welfare system, mainly from the following aspects:
1, salary is linked to performance, especially in view of the direct link between the basic salary of front-line sales positions and sales performance, the floating basic salary system is adopted to improve the promotion point, reward outstanding business personnel to get more performance commissions and stimulate work enthusiasm. The year-end bonus system is perfect, and employees who have worked for one year will be awarded year-end bonuses according to the company's overall performance and personal performance.
2. The implementation of the employee stock ownership plan will give additional stock incentives to employees with outstanding performance and strong loyalty. So as to stimulate employees' sense of ownership and strengthen their sense of belonging.
3, employee career development channel design, provide career development path map for each position and give targeted training and counseling advice.
4. Implement annual salary adjustment system and seniority salary system. The annual salary adjustment is directly linked to the employee's performance, and the seniority salary is only linked to the employee's working years. At the same time, the annual leave is not capped according to the length of service.
5. Develop the company's corporate culture system, strengthen team building, organize various cultural and sports activities of the company regularly and irregularly, strengthen the interaction within and between departments, and enhance the cohesion of employees.
Finally, in terms of talent training and making it play its value, the company has made adjustments in the following aspects according to the actual situation of the industry and the company:
1. Strengthen post rotation in the department, so that employees can avoid boring and single work content, thus stimulating employees' interest in work, tapping their internal potential and letting employees find the most suitable position.
2. Strengthen departmental on-the-job training, conduct regular internal training and irregular external technical exchange meetings, and communicate with technical talents in the same industry. In-depth communication with technical instructors in colleges and universities, school-enterprise cooperation, so as to improve product quality, ensure technical foresight and continuously improve production technology.
3. Strengthen the training of internal talent echelon, implement the training plan for core talents in key positions, and combine theory with practice. Provide external training and further study opportunities for key talents, and at the same time return to work to give them practical opportunities, so that they can constantly develop their strengths and create their own value. So as to achieve self-satisfaction and value enhancement.
4. Strengthen the propaganda and guidance of value culture orientation, encourage employees to gain opportunities for self-growth while creating value for the company, and achieve a win-win situation for both enterprises and employees. For example, positions that can directly quantify indicators, formulate quantitative indicators, and give commissions to those that exceed the task. The person in charge of the marketing department and the technical department will complete the annual performance indicators. In addition to the fixed basic salary, there will also be a year-end bonus, which is much higher than the fixed basic salary. For executives, in addition to the fixed basic salary, there are year-end bonuses and year-end bonuses distributed according to contributions. For departments that cannot be directly quantified, such as functional departments, basic salary and profits after the company's annual performance reaches the standard, they are distributed in proportion to the contribution of the departments.
5. Cultivate employees' values and advocate cost awareness. Any post should start from the cost, pay attention to the input-output ratio, constantly improve the process and reduce unnecessary waste.
6. Advocate an efficient culture, reduce redundant links in daily work processes, pay attention to constantly improving work processes in practice, and minimize meetings that only talk but don't do, with plans and no implementation plans.
Attracting and retaining talents, talent development and talent value creation are an inseparable whole, which runs through all aspects and links of the company's enterprise operation, and is also closely integrated with the six modules of human resources, which are indispensable. Only when the company's strategy is clear, the human resources planning is clear, the recruitment, training and salary performance of the enterprise are in place, and the corporate culture develops healthily, can we really attract and retain talents, and finally realize talent development and talent value creation.