What big moves do companies use to retain talent?

In the current market competition, talent is an important resource for enterprise development, and how to attract and retain excellent employees is a difficult problem faced by many enterprises. In order to improve the professional ability and satisfaction of employees, some enterprises have implemented the system of "one round of multiple posts", that is, employees are rotated and converted in different positions within the enterprise to expand their knowledge, increase experience, improve their skills, and stimulate their potential. So, can "one round of multiple posts" really retain talents?

What are its advantages and disadvantages?

First of all, from the point of view of advantages, "one round of multiple posts" can bring the following benefits to employees:

Make the work more challenging and fun. Employees can be exposed to different work contents and environments in different positions, which avoids monotony and boredom, and stimulates work enthusiasm and creativity.

Improve professionalism and comprehensive ability. Employees can learn different knowledge and skills in different positions, expand their horizons and thinking, and enhance adaptability and coordination.

Develop team spirit and communication skills. Employees can cooperate and communicate with different colleagues in different positions, enhance mutual understanding and trust, and promote team cohesion and efficiency.

Enhance career development space and opportunities. Employees can show their strengths and potential in different roles, gain more recognition and appreciation, and increase the likelihood of promotion or cross-departmental transfer.

Secondly, from the perspective of disadvantages, "one round of multiple posts" may also bring the following troubles to employees:

Increased learning costs and stress. Employees need to master different knowledge and skills in different positions, need to spend more time and energy to learn and train, and have to face changes in the new environment, new tasks, new requirements, etc.

Reduce professionalism and efficiency. Employees may not be able to specialize in a certain area or direction in different roles, and they will have to adapt to changes such as new roles, new responsibilities, and new processes.

Affects stability and a sense of security. Employees may not be able to build long-term relationships in different roles, and may have to bear greater risks or responsibilities.

Causes psychological conflict or resistance. Employees may encounter factors such as what they like or dislike, whether they are suitable or unsuitable, familiar or unfamiliar in different positions, and they must deal with the relationship between themselves and others, between reality and ideals, and between individuals and organizations.

To sum up, "one round of multiple posts" is an advanced.

The favorable management method has certain value and significance for enterprises and employees, but it should also take into account all aspects of factors and conditions in the specific implementation, and cannot be implemented one-size-fits-all or blindly. Enterprises should formulate reasonable job rotation plans and systems according to their own scale, nature, culture, strategy and other characteristics, clarify the objectives, scope, cycle, standards and other requirements of job rotation, and give employees sufficient training, guidance, support and incentives. Employees should also actively participate in job rotation activities according to their own interests, abilities, development and other needs, seize the opportunity to learn and grow, adjust their mentality to adapt to changes, and maintain good communication and collaboration with the company.

The most attractive factors for a business are varied, including:

Compensation and benefits: Many people want to be paid and benefits at a level comparable to their job while working for a company.

Development prospects: Employees hope to have development prospects within the enterprise and can improve their professional skills and abilities.

Working environment: A good working environment can improve employees' work efficiency and work happiness.

Company culture: A company with a good corporate culture can attract employees and enhance their sense of belonging and loyalty.

The company's goals and missions: Companies with a clear goals and missions can keep their doors open to attract employees and make them feel that their work is an important contribution to the company.

These are the most attractive factors for a business, and different employees may have different levels of attention. In order to attract and retain employees, companies need to consider the above factors and provide the most suitable working environment for employees.

How companies attract and retain talent.

1. Reasonable salary system.

Some companies will have a common problem, they want the horses to run, but also want the horses not to eat grass. Open source can't work, so let's throttle. This practice is inherently difficult for employees to retain people, let alone talents.

Talent itself has a certain value, and enterprises are vying to throw olive branches. If there is no way for the company to meet the reasonable salary requirements of talents, there is no doubt that the brain drain is a thing.

Enterprises should formulate a reasonable salary system, work more and get more, to ensure that talents can get the salary that matches their pay, and can also enjoy the relevant benefits given by the company, so that talents can stay in the enterprise with peace of mind.

2. Provide space for development.

The reason why talents can stay in the enterprise for a long time is that the development space is also one of the important reasons. Everyone is seeking development, and they all hope to stay in the enterprise to make their work level and management ability to a higher level, and to get closer to the manager level of the enterprise.

Enterprises can provide a set of exclusive career development plans for talents to help them give full play to and utilize their potential, realize their own value to a greater extent, and improve job satisfaction; At the same time, it also makes them feel optimistic and motivated about the prospects of personal career development, so as to enhance their sense of belonging and responsibility to the company, and consciously stay in the company.

There are many factors that can attract people to a business, and here are a few of them:

Good corporate culture: corporate culture is the common spiritual bond between employees and enterprises, if the culture of a Tong and Sen enterprise can make employees feel recognized and proud, it can attract more people to join.

Competitive compensation and benefits: Compensation and benefits are an important means to attract and retain talents, and if companies can provide competitive compensation and benefits, they can make employees feel that their efforts have been duly rewarded.

Employee care: Some companies will give employees care, such as providing free medical insurance, paid holidays, etc., which can also be appealing.

The above are some of the possible factors that different people will have different priorities when choosing a job.

Whether the <> family culture can retain employees depends on the actual situation: the so-called relationship-oriented, that is, enterprise managers pay more attention to the town and care about employees; The so-called work-oriented, that is, enterprise managers pay more attention to work results. No matter which kind of orientation, the enterprise must ultimately be able to create benefits, or economic benefits, or social benefits.

Relationship-oriented management includes advocating a family culture

Retain employees this way. However, this method can only be called a health factor in management, not a motivational factor. That is to say, this kind of family culture cannot directly produce economic benefits and maintain the survival of the company, it can only be icing on the cake, and it cannot be sent in the snow.

Compared with Zheng Sanru, a company's family culture is well executed, but the company's efficiency is not good and it is on the verge of bankruptcy, how can it retain employees?

As for the question of whether the company can be equal to home, this is actually a question of work attitude. As an employee, there is nothing wrong with showing a good work attitude at work and treating the company as a home.

The key depends on how the company evaluates the employee's royal shout?

According to the foregoing, if the company is a work-oriented enterprise, the standard for evaluating employees is mainly based on their work results, and the work attitude is secondary. This is the case for many foreign and private enterprises.

If the company is a relationship-oriented enterprise, then an employee who takes charge of the company will be valued, and even regarded as a model and pacesetter, and the manager will call on everyone to learn from it. Isn't this the case with many state-owned enterprises and public institutions?

In short, the nature of the enterprise and the environment it faces determine the difference in its corporate culture and management style. Practitioners should probably follow the local customs and adapt to changes in order to gain a foothold in the meantime.

Recently, some people have proposed to let employees switch between different positions through the method of "one post and multiple rounds" to improve their professional ability and retain talents. Such a suggestion has attracted everyone's attention and has also led to a discussion about whether this approach can actually retain talent. ......Personally, I think that this approach has a positive effect on retaining talents, but it cannot solve the fundamental problem.

The reason why I say this is because the key to retaining talents is to make the best use of their talents, one post and multiple rounds can help talents find their own positions, and one post and multiple rounds may make talents leave the positions that suit them.

1. The key to retaining talents is to make the best use of their talents. That's the root of the problem.

If you want to retain talents, you need to give full play to the ability of talents, so that they can play the greatest role in their positions and make the best performance. Therefore, the fundamental thing to retain talent is to make the best use of talents. ......The practice of multiple rounds of one post is a beneficial attempt to retain talents, but it cannot fundamentally solve the problem, so the role that this practice can play in retaining talents still needs to be analyzed through the actual situation.

2. One post and multiple rounds are conducive to helping talents find jobs that suit them.

The advantage of one post and multiple rounds for retaining talents is that employees can be given the opportunity to work in multiple positions, so that employees can give full play to their own strengths in the work of the same position in discord, find the most suitable position for themselves, and then realize the combination of their own ability and the actual position, so as to give full play to their maximum potential. ......Doing so can have a positive effect on retaining talent.

3. Some talents may leave their positions because of multiple rounds of one post, which is not conducive to retaining talents.

Although one post and multiple rounds play a positive role in retaining talents, there are also some problems with this practice. ......For example, some talents are already working in positions that suit them, and if they are carried out multiple rounds of one post, they will leave the positions that suit them, which is obviously not conducive to retaining talents. ......Therefore, on the question of how to retain talents, comprehensive measures should be taken to take into account the specific situation of talents in different states, so as to reap the best results, so as to truly retain talents.