How to solve the problem of enterprise employment? How to solve the problem of people in the enter

1. Establish a personnel database.

According to the enterprise development strategy, establish a talent demand system. Regularly survey industry dynamics to understand the overall demand and supply of the market, and determine the number of talents that the company will need in the future. Through the establishment of a position analysis system, the inventory of existing personnel, the analysis of personnel.

Whether the quality and quantity match the business volume, the internal development of talent supply and the proportion of external hiring, etc.

The people database is an effective tool for analyzing the skills of existing employees. According to the actual situation and work ability of employees, the establishment of enterprise personnel.

The staff reserve table includes previous experience, training background, skill certificates, career interests, supervisors' evaluations, etc. It.

It is a reflection of the competitiveness of employees, through which it can determine which employees will be promoted or deployed.

This ensures that the vacant positions are filled by the right number of employees and that the right people are available.

To make a plan based on business development, you need to determine what kind of talent is the real talent. Nowadays, many enterprises are performance-oriented, and whoever creates more benefits will be paid higher and the higher the position. If the enterprise forms performance, it is the value of good employees.

Orientation, a person has a bad moral character, the higher the ability, the greater the negative lethality to the enterprise. Instead, discover products through databases.

Dehao, identify with the corporate culture, potential employees, after training and training, their ability will be rapidly improved, become an enterprise.

The dark horse of the future. Therefore, with the rapid development of enterprises, the requirements for personnel, especially moral requirements, cannot be reduced.

2. Do a good job in personnel succession planning.

According to the turnover rate of enterprise personnel, establish a talent early warning system in the plan, and make up for the positions with greater mobility as soon as possible.

Plan, for key positions, business decomposition, and at the same time establish a reserve personnel echelon to avoid personnel turnover, especially off.

The adverse impact of the loss of key personnel on the enterprise.

Effectively fill the job vacancies of the enterprise: The growth of the enterprise business is easy to bring about the job vacancy situation, which is also an unpredictable problem that the enterprise needs to solve urgently. One is to use the company's own employees, and the other is to quickly expand new staff.

If an enterprise is considering employing its own employees, it needs to consider another situation, that is, they all have regular jobs and do not have the extra time and energy to undertake the extra work, so if the enterprise cannot recruit many workers in time, business development will be sluggish, and the emergence of socialized employment will successfully solve this problem and help the enterprise achieve the purpose of expanding the manpower. Under the socialized employment model, enterprises can recruit at any time according to the needs of the business, which is simple and fast. Solve the problem of enterprise employee reserves:

Most of the enterprises have the characteristics of phased and seasonal, so the time required for a large number of workers is only a few months. At this time, if the enterprise recruits regular employees, then in the off-season, the business volume will decrease, and the number of employees will not change, which will cause the problem of high pressure on the company's labor costs. Under the socialized employment model, an equal cooperative relationship is established between enterprises and workers, so enterprises can flexibly employ people according to the peaks and troughs of the business, so as to effectively reduce labor costs.

Obviously, the socialized employment model has the characteristics of high efficiency, accuracy and low cost, which can well solve the employment problems of enterprises. However, it is not easy for enterprises to complete the transformation of the social employment model, and they usually need to use the Internet platform to achieve the accurate matching of enterprise employment needs and socialized employees through cloud computing, big data and other technologies. In this context, more and more Internet platforms have emerged in the field of social employment, and UFIDA has become a leader among many platforms by virtue of its own strength.

This has something to do with the enterprise system and culture, and it is necessary to go to dim sum lamps to retain and employ people, so that the other party can feel that in addition to making money, there are more prospective growth. If it is the previous enterprise management model to manage the current employees, it is difficult to manage the current employees, because the cultural level of the recruited employees is generally improved because of the different values, and they have spiritual and cultural needs, what do they want psychologically? In addition to money, they need to have a sense of presence, honor, and security.

In particular, the advantages of small and medium-sized enterprises to human nature should be magnified... That's how people can be retained.

HR is an important position, and it is the key to whether the company retains or loses people.

Everyone's choice is different.

Come to work in a panic today.

Under the circumstances, the scarcity of source human resources is becoming more and more obvious, and the difficulty of recruitment has become the most headache for all HRs. Under this background, many HR have no way to do a systematic recruitment system, as long as it is a sound person, it is good to catch it and use it alive, what interview standards are not specific, the structure is not systematic and other common problems are small casesPeople can find it is the real skill.

So how do we solve this maddening recruitment problem? Below, the contemptible people will come to ** some of their own views:

a. Go out of the office to recruit.

b. Combination of traditional and emerging pathways.

c. Don't ignore the internal introduction.

d. Accept college graduates of the school.

Of course, if there are a lot of resumes in the resume database of personnel, this problem can also be alleviated.

Ant Recruitment can help companies that need to send recruitment information to 58, Zhilian, Ganji, Future, and China Talent Network with one click. And guarantee that 150 resumes will be received within three months for a position.

The problem of people is ultimately a matter of habit.

Habit is a behavior that people often exhibit. Due to different or bad habits, it is difficult for personnel to manage.

Usually people have bad habits to:

One is the lack of self-restraint;

second, strong arbitrariness;

the third is that there is no sense of obedience;

Fourth, there is a lack of normative awareness;

fifth, lack of initiative;

Sixth, there is no organizational self-discipline;

Seventh, there is no habit of self-reflection;

8. There is no habit of active dedication, and 9th is the habit of not fighting for profit;

Ten is the habit of self-consciousness.

Because of the existence of these bad habits, the conventional restraint mechanism will not be able to play an effective role in it, and then the difficulty of man-to-person management will increase. Moreover, it takes a certain period of time for people to turn one habit into another, and it requires a process of continuous cultivation, which cannot be achieved overnight, so it is further difficult to manage people. In order to solve the problem of people in management, we must work professional habits.

If we cannot change these ten bad habits of ordinary people, we will not be able to manage people well. So how to cultivate people's professional habits? First of all, it is necessary to improve people's understanding of the profession, understand the requirements of the profession, and what are the benefits of excellent professional habits to people.

Only when these things are clearly understood can people improve their professional habits and self-improvement. Only when the awareness of professional habits is raised can this professional awareness be transformed into professional habits. Secondly, professional habits should be constantly guided and repeatedly indoctrinated.

Because many people lack understanding, it takes a continuous process to raise awareness, and it is not possible to form it today and tomorrow. Even if it is done tomorrow, it will inevitably appear again one day. The formation and abstinence of habits is a repetitive process, a long-term process, and it is impossible to cultivate people's professional habits if they only want to correct deviations in one day.

Again, the cultivation of professional habits requires a gradual process, just like people who quit smoking, it is very difficult to get rid of this bad habit, which will lead to a lot of discomfort, so it needs a certain amount of help, and it needs a gradual process, which is not something that can be done. Quit a little a day, change a little a day, take a step in a better direction every day, and eventually it will be ugly Finally, good professional habits need a good environment, and more people with good professional habits need to drive and supervise. And it is necessary for the organization to constantly promote good professional habits, and often correct only bad habits.

It is only through long-term subtlety that it is easier for good habits to take root. To sum up, the core of management is the problem of people, and the problem of people is fundamentally a problem of habit. Only by transforming the habits that do not have professional habits into habits that meet the requirements of the profession, and vigorously promoting them and persisting in them for a long time, can we completely solve the problem of people.