Key positions are the most important positions in business activities. Generally speaking, it refers to the sum of a series of important positions that have a significant impact on the competitiveness of enterprises in terms of operation, management, technology and production, and are closely related to the realization of strategic objectives of enterprises. They are the main components of key skills needed for enterprise development, and these positions are difficult to be replaced by internal personnel replacement and external talent supply in a certain period of time.
Compared with other positions, key positions have the following characteristics: heavy responsibilities, complex work content, more disposable resources, high requirements for post qualifications, small quantity, and high contribution rate to business objectives and strategic objectives of enterprises.
Key positions are directly related to a series of activities to achieve organizational goals through responsibilities, and can be directly linked to work results. In practical application, if the determination of talent value is organically combined with human resource management, enterprise strategy and business plan, the operability of the model will be improved.
Therefore, it is necessary for enterprises to establish a framework model for identifying and matching core talents and key positions in combination with the capabilities that key positions should have and the value created by positions, so as to ensure the matching of talents and positions, and at the same time, to realize a comprehensive evaluation framework that closely combines the evaluation of talents and positions with enterprise objectives, and to improve management efficiency.
Vacancies in key positions in enterprises will have different degrees of impact on enterprises, which can be summarized as four aspects:
First, the disclosure of trade secrets.
The key talents in key positions are often the direct participants or masters of patented or non-patented technology research and development in enterprises. When he takes office in a competitor's enterprise, he will inevitably apply his patented technology or non-patented technology to the new service enterprise, which will lead to the disclosure of the business secrets of the original enterprise, the shrinkage of the technical connotation of the enterprise and the weakening of the competitiveness of the enterprise.
Second, production and operation are stagnant or frustrated.
The departure of key management talents often leads to unmanned or multi-person command, which leads to management confusion. The direct consequence is that all aspects of production and operation can not be effectively communicated and connected, resulting in production stagnation or frustration.
The sudden departure of key technical talents will lead to the loss of technical data, the lack of technical guidance, the increase of defective products, and even the failure to organize normal production. For example, the technical formula of a product is often mastered by only one or two people in an enterprise. Once these two people leave their jobs, the formula is taken away, others don't know the formula, and production can only stagnate.
Third, the reputation is damaged. Mainly in the following three aspects:
(1) The resignation of key talents in key positions in an enterprise will increase the recruitment cost and use cost of the enterprise in the future. Because there is no higher commitment, it is impossible for the boss to be psychologically sure whether the management and technical elites dare to "learn from the past", which is followed by re-recruitment and improvement of relevant treatment;
(2) The departure of key talents in key positions in enterprises will dampen the enthusiasm of some customers to continue cooperation. Many customers cooperate with these management or technical professionals after full communication. They are optimistic about the personality, technical expertise and personal reputation of these management talents. Once these people leave, they may transfer their business to a new service enterprise together with these resignees.
(3) The resignation of key personnel in key positions in an enterprise may lead to management confusion, increase in defective products, production stagnation or decline in service quality, which will directly harm the interests of upstream and downstream customers, thus reducing the trust in the enterprise and hurting the reputation and image of the enterprise.
Decline of enterprise competitiveness
Most of the key talents in key positions flow to competitors. They use the professional skills and experience mastered in the original enterprise, and combine the management and technical characteristics of the new service enterprise to enhance the management and technical connotation of the new service enterprise, increase talents and information resources, and increase the number of customers and market network.
On the contrary, due to the loss of technology, talents, information, customers and markets, the original enterprises may be weakened and their competitiveness will decline. One increase and one decrease. The competitive strength of competitors of both sides will change, and the development speed will be affected to varying degrees, especially the competitiveness of new service enterprises will be enhanced. Confidence is enhanced, morale is high, innovation ability is improved, and employees' enthusiasm is improved, so it is possible to lag behind or further widen the distance with competitors.
Extended data:
Brain drain and job vacancy in key positions of enterprises are sometimes fatal to enterprises. Therefore, it is very important to prevent beforehand, make up in the process and control afterwards. In view of the phenomenon of brain drain in key positions in enterprises, the following measures can be taken to prevent or deal with it:
(1) Let the management and technical personnel in key positions become the shareholders of the enterprise, turn professional managers and engineers into the owners of the enterprise, and bind the responsibilities and rights of both parties to form the same interest body. This is a positive preventive measure, which can fundamentally stabilize the professional managers and professional engineers.
(2) Signing a non-competition agreement. All key talents who hold key positions must sign a prohibition agreement with the enterprise before taking up their posts, and clearly stipulate in the form of legal texts that such talents shall not work in enterprises in the same industry or engage in other cooperation that may reveal the business secrets of the enterprise for several years after the expiration of the service period of the enterprise, otherwise it will constitute a breach of contract, and the enterprise may appeal according to law. The non-competition agreement can be part of the labor contract or signed separately.
(3) Key positions shall be managed by Class A and Class B systems. Ensure that when Angle A leaves his post for a short term or a long term, Angle B can quickly take over the post without affecting the normal production and operation of the enterprise. A and B system management can minimize the impact of the loss of key positions and key talents on enterprises from the system and mechanism.
(four) the implementation of key technical data backup system, to prevent key personnel from leaving the enterprise with technical data, resulting in a passive situation in which enterprise production can not be carried out. The enterprise shall establish and improve the core file, and manage the important information such as enterprise secrets, key data, major business dealings and contract texts respectively. Non-related personnel are not allowed to contact, relevant personnel should be approved and registered, and important ones are not allowed to be taken away from the file.
(5) Establish a good faith deposit system. When enterprises pay salaries and bonuses to talents in key positions, it is clearly stipulated that part of them is integrity deposit. As long as these talents do not work in rival enterprises within a few years after leaving the enterprise, the integrity deposit will be paid in full at that time, otherwise it will be deducted as liquidated damages. The good faith deposit shall be stated in the labor contract or non-competition agreement signed by both parties.
(6) Care for key talents in key positions. The boss should communicate with them in time, understand their difficulties in life and work in time, and solve them at any time; Relieve their work and mental stress, and provide paid vacation and travel benefits in time; At the same time, it conveys the development information of enterprises, shows the development prospects of enterprises, encourages enterprises to unite sincerely, promotes the rapid development of enterprises, and keeps people in business.
Baidu Encyclopedia-Key Position