How to solve the problem of difficult to retain and recruit talents

1. There are two reasons why it is difficult to retain talents and recruit talents:

1. The existing benefits, including wages and bonuses, do not meet the needs of employees, but employees do not feel reasonable, and the understanding of both parties has deviated, and the company feels that it is clear, and there is a lack of effective communication channels;

2. Individuals may have other career plans for some reasons, but managers do not understand or help.

For example, the separation of the two places, the low social status of the car maintenance work, the family does not understand, the development of the industry to a mature stage, the accumulation of experience and contacts and want to start their own business, etc. If managers are willing to take the initiative to communicate with employees and let employees open their hearts, in fact, the above small problems are not irreconcilable, and there are many ways to continue to cooperate, but managers do not, resulting in the loss of talent.

Second, two suggestions for the above reasons:

1. Establish an equal communication mechanism on the company's salary performance, so that the two sides can negotiate amicably and reach a consensus according to the changes in the industry and society;

2. With the improvement of employee ability, combined with the ability of employees and willingness to develop effective career planning for employees, direct leaders and human resources colleagues usually communicate with employees, and give methods and suggestions when career planning deviates, and their own department contracting is a good model, such as the joint-stock system, especially the core talents, try to seek cooperation. For example, the problem of entrepreneurship, but there is no publicity, employees have no way to guess the boss's ideas, the first system, the division system and other different ways of cooperation plans, should be told to new employees on the first day of employment, employees can see their future in the company, willing to symbiosis and win-win with the company, the core talent will naturally stay.

Hello, there are two reasons for this:

First, the existing benefits, including wages and bonuses, do not meet the needs of employees, the company feels clear, but employees do not feel reasonable, the understanding of both parties has deviated, and there is a lack of effective communication channels;

Second, he may have other career plans for some reason, but we didn't understand or help him. For example, the separation of the two places, the low social status of the car maintenance job leads to the family not understanding, the development of the industry to a mature stage, the accumulation of experience and contacts and want to start their own business, etc. If we are willing to take the initiative to communicate with employees and let them open up, in fact, the above problems are not irreconcilable, and there are many ways to continue to cooperate, but we do not, resulting in the loss of talent.

I also have two suggestions for the above reasons:

First, establish an equal communication mechanism on the company's salary performance, according to the changes in the industry and society, with the improvement of employees' capabilities, the two sides can negotiate amicably and reach a consensus;

Second, combined with the ability and willingness of employees to develop effective career planning for employees, direct leaders and human resources colleagues usually communicate with employees, and give methods and suggestions when career planning deviates, especially core talents, and try to seek cooperation. For example, the problem of entrepreneurship, your department contracting is a good model, but there is no publicity, employees can not guess the boss's ideas, and then such as the joint-stock system, the first system, the division system and other different ways of cooperation plans, we should tell the employee on the first day of employment, employees can see their future in the company, willing to symbiosis and win-win with the company, the core talent will naturally stay.

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Righteousness is the key minority and their value is measured. Analyzing their priorities, improving their environment and treatment, proposing dividends and other conditions, and retaining valuable contributors, with the development of social economy, the loss of employees in enterprises has become a fairly common phenomenon. The large number of losses, the high frequency and the deep impact have attracted more and more attention.

This paper analyzes the impact of employee turnover on enterprises and the causes of employee turnover, and puts forward specific measures to solve the problem, which provides valuable countermeasures for enterprises to solve the problem of employee turnover.

Causes and countermeasures of enterprise brain drain 1, the impact of brain drain on enterprisesThe most direct impact of brain drain on enterprises is the increase in operating costs. It causes the loss of corporate assets, and expands the psychological shadow of employees, affecting their enthusiasm. Especially for knowledge-based employees who have grown up in the enterprise and have a certain level of technical ability and management, their loss will lead to vacancies in some key positions, and the company cannot immediately find a replacement, which will affect the overall development of the enterprise.

Irregular employee turnover increases the replacement cost of businesses, survey research shows: When there is a vacancy in a position in the enterprise and a new person is arranged to join the company smoothly, the cumulative cost is as high as 1.5 times the salary of the employee in the original position, and the employee is less motivated to work for a period of time before he wants to leave, which affects the work performance of the position. Turnover can lead to a series of recruitment costs, training costs, turnover risk costs, and hidden costs caused by the performance gap between novice and veteran employees in the early stages of employment.

The corporate image is damaged. The phenomenon of brain drain in enterprises is serious. No matter why the talent leaves the company, on the basis of people's ignorance, it will cause suspicion and rumors, which will be carefully given to the enterprise to strengthen the internal communication mechanism of the enterprise.

By holding regular discussions and networking meetings in the company, employees and managers can communicate comprehensively and honestly. At the same time, the company has set up a suggestion box to encourage employees to put forward more opinions and suggestions, and give rewards for practical and good suggestions.

First of all, don't put too much pressure on these employees, and you can also increase the salary if appropriate, and at the same time you can also introduce more welfare policies, and you must understand their true thoughts, you must learn to communicate, and you can also adjust the operation mode appropriately.

I think you should take into account the needs of talents in all aspects, such as promotions, salary increases, overtime hours, overtime pay, etc.

Employees should be given some benefits, but also pay attention to the needs of employees, try to meet employees, and do not give wages too low, so that it is fine.

Summary. Dear, I'm glad to answer for you! How to solve the talent problem:

Recruiters need to provide candidates with true, accurate and complete information about the position, so that they can produce good results of matching employees with enterprises, resulting in a relatively low employee turnover rate. Its function is equivalent to giving the applicant a "preventive shot", and the applicant will not have too many adverse reactions after entering the company and discovering the negative situation of the company.

Dear, I'm glad to answer for you! How to solve the talent problem: Recruiters need to give candidates true, accurate and complete information about the position, so that it is possible to produce good results of matching employees with enterprises, resulting in a relatively low employee turnover rate.

Its function is equivalent to giving the applicant a "preventive shot", and the applicant will not have too many adverse reactions after entering the company and discovering the negative situation of the company.

Talent refers to the leaders in all walks of life. It refers to a person who has certain professional knowledge or special skills, performs creative work, and contributes to society, and is a worker with high ability and quality in human resources. Talent is the primary resource for China's economic and social development.

The information is open and transparent, and those who can go up and those who can't go down; Of course, in order to properly encourage old employees, in order to have a higher retention rate of the enterprise, it is not to protect and tolerate old employees, and everyone is equal in front of the system. In such a highly competitive but relatively fair environment, everyone will do their best to get results. Of course, this is the most basic system, and when we think about human nature, we need more relevant management skills to balance this relationship.

For example, culture, corporate culture, enterprise related management system, training system, salary system (pay special attention to confidential work), performance management system, etc. It is very important for companies to retain people, especially those who have just graduated and want to seek career and skill development, on the other hand, some old employees always feel that the church is small and starves to death.

Over time, newcomers feel that the corporate culture is very oppressive and they can't learn anything, so there may be a low retention rate of newcomers. Therefore, a complete set of incentive policies and training systems allow old employees to be willing to share, so that new employees have something to learn, and the culture is natural and happy. It is beneficial for the improvement of organizational capabilities.

Every enterprise and institution is a place to employ people, such as how to retain the hearts of employees, first of all, the cadres work together, starting from scratch, to make the enterprise stronger and bigger! This is the first and foremost issue, and why do you say that? Because everyone is here for the sake of making a living, the company is sworn to be a family, and the leader Xiaochen is the parent.

When starting a business, it is difficult for anyone to put forward any conditions (the salary of the leader, the salary of the employee, the maximum amount of five insurances and one housing fund......).Only by trying to get the enterprise up, there is it in the pot and in the bowl, and the enterprise continues to grow (output value, efficiency soaring......At this time, the welfare of employees, according to the size of responsibility and contribution, should be reasonably disposed of, and must not be confused! All in all, we can't treat the leaders and employees who work hard and give advice to the enterprise!

It is necessary to cultivate these talents, you can pay more attention to the filial piety shed to slow down their emotional changes, and you also need to provide a lot of promotion opportunities, let them take the initiative to perform during the meeting, and they can stay.

First of all, you should understand the character of the other party, and Liang Qin knows that she should give the other party the corresponding salary and remuneration, and she should also have very good benefits, and she should not work overtime until the statutory rest day, and she should rest.

First of all, the salary of talents is also very high, and the welfare of the public lead jujube division should be very good, and it is necessary to give talents some rising empty sails, and also to give Huai sedan chair some learning space for talents, so as to retain talents.

First of all, the corresponding benefits should be given, and there should be no overtime, and secondly, if the employee is doing a particularly good job, the salary should be raised.

First of all, it is necessary to improve the salary, and it is necessary to make the company's model more reasonable, not to overpress employees, and not to often ask these employees to work overtime, but also to build a particularly harmonious workplace training atmosphere, but also to create some room for improvement. Branches and pants this.

Private enterprises should introduce more policies and systems to make talents feel that enterprises are very humane, so that they can retain talents to a certain extent.

First of all, the enterprise must continue to develop, improve the performance and level of the enterprise, and should give employees a very good salary, but also should be envious to create a very good workplace atmosphere, so as to retain Liangkai talents.

At the beginning of each year, it is the peak period of job hopping in the workplace, and part of the reason why there is frequent job hopping after the year is that people go home for the New Year and compare with each other, which arouses people's special mentality. Another part of the reason is that the company's welfare is not good, and there is no future for development, and it is very confusing to go to work every day, but many employees have lost the direction of their lives and hope to change their current situation by changing jobs.

The problem of employees changing jobs after the year has also made many bosses worry about how to keep employees at the end of the year

1. In order to prevent employees from resigning or changing jobs, the contract system will cause losses to the company in recruitment, and at the same stage, many people will change jobs, many positions will be vacant, and the work will be difficult to carry out. In order to prevent such a phenomenon, many companies adopt a contract system, stipulating the service time, if the service period is up, the employment relationship can be automatically terminated or renewed, and if the company or employee violates the contract during the service period, it will be punished accordingly. This is not only to protect the rights and interests of the company, but also to protect the employees.

Second, improve the company's welfare treatment of employees' job hopping, most of them come from the relatively poor welfare treatment, the management of employees, hope to take a hierarchy, if you stay in the company for a longer time, the higher the benefits, and this is also a way to encourage new employees.

3. Let employees have more opportunities to learn for the development prospects of employees and the efficiency of the company, we can provide appropriate vocational training for employees, improve their work skills, and make employees feel that the future is bright in the workplace.

It is difficult for employees to continue to stay in service for the company if they only care about their interests and ignore the feelings of employees.

Strengthen the problem of communication with employees, increase the friendship between the two sides, reduce contradictions, let the department often have a department dinner, improve the cohesion of employees within the department, and increase the recognition of employees to the company.

Most of the brain drain is related to the company's salary and benefits, and the length of working hours, and the hotel pays special attention to the age issue. For example, a waiter, the age required is relatively young, but the salary is not high, if a waiter is 40 years old or a little younger, others think she is old, so they will fire her, at that time unemployed, will be a cleaner or something, generally knowledgeable people rarely do waiters, people who have strength but do not have many skills would rather be production workers, the average production worker salary is twice as much as that of a waiter.