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面对员工频繁跳槽怎样才能留住人才
2017-6-26 17:23:37

不管是公司方还是应聘方,对于频繁跳槽要有更深的认识,一个员工为什么会经常跳动,除了应聘方自身驱动外,公司方可能占据更大的原因,要思考如何才能让人才更好地留下来。

Whether the company or employees, to have a deeper understanding of job hopping for, why an employee often beats, except for its driving, the company may occupy a bigger reason, to think about how to make people better to stay.

一种是主动跳槽。主动跳槽的人大多数对自己的目标有明确的定位和知悉,有比较长远的职业规划,一切的跳槽改变都是为了未来的职业方向进行铺垫,他们希望通过不断的跳槽来实现自己工作平台和工作收入的提升,以致达到他们的终极目的。

One is active job hopping. The active job of people most of your goals clear positioning and knowledge, there are more long-term occupation planning, all the job changes are for the future direction of the occupation to pave the way, they hope to achieve their work platform and the promotion of income by constantly change jobs, so that to achieve the ultimate goal of their.

员工A离职前,在一家创业板上市公司任职HRM,在公司入职一年多,上份工作时间也才1年,有一天A 被猎头公司找到,挖去一家主板上市大企业做HRM,A经过综合考虑还是决定离职去下家。

A staff before leaving, in a GEM listed company HRM, the company recruited more than a year on the job time is 1 years, one day A by the headhunting company found, dig a large enterprises listed on the main board of the HRM A, after comprehensive consideration decided to leave to go home.

像A这种情况,我们无法去评判他对公司的忠诚度,因为忠诚度本身就是一种对求职者的单方约束。就像那句谚语“只许州官放火,不许百姓点灯”一个道理,企业因为是强势方,所以任何的福利待遇和制定约束都是从公司利益出发,而忽略员工的切身利益。那么在这种情况下,再谈建立在物质基础的公司忠诚度,那就有点矫情和做作,应了那就no zuo no die!

In the case of A, we can't judge his loyalty to the company because loyalty is in itself a unilateral constraint on job seekers. As the proverb "only allowed, not allowed to do anything for a reason, because the enterprise is strong, so any benefits and constraints are formulated from corporate interests, while ignoring the vital interests of employees. So in this case, talk based on material company loyalty, it was a bit hypocritical and affectation, should be the no Zuo no die!

另一种是被动跳槽。被动跳槽也分为两类,一类是小公司的员工,由于公司的不稳定导致需要换工作,这种情况在当下创业盛行的社会中,还是非常普遍的;另一类就是本身非常不稳定,随着住址、家人等因素变化而不断变化。

济南猎头公司

The other is passive job hopping. Passive switch is also divided into two categories, one is a small company, because the company needs to change due to the unstable situation in the present work, the prevailing social entrepreneurship, is still very common; the other is itself very unstable, changing with the address and family factors.

对于这两类的跳槽,我们应该看到的是更多的无奈和辛酸,因为没有谁会想经常折腾。所以和被动跳槽的人谈职业忠诚度,那是一种奢侈,用经济学中那句“经济基础决定上层建筑”解释再好不过了。

For these two types of job hopping, we should see more frustration and bitterness, because no one would want to often toss about. So it's a luxury to talk about job loyalty with people who are passive, and it's better to explain the "economic base decision superstructure" in economics.

作为用人方的企业,大多数时候应该更多的从公司经营层面去解决员工职业忠诚度,职业忠诚度不是通过招聘就带来的,更不是天天喊着要把公司当成家的“家文化”带来的,而是需要企业加强自身文化建设和人文建设,完善公司福利和制度,为员工提供一个舒适的工作平台,并形成一股强大的忠诚度向心力,让每个员工都能拥有快乐的心态去工作,而不是整天教科书一般的在那让员工为忠于企业而背书。

As for party business, most of the time should be more from the company level to solve employee occupation loyalty, loyalty is not caused by recruiting occupation, but not cried every day to bring a company when the "home culture", but the need for enterprises to strengthen their own cultural construction and cultural construction, improve the corporate welfare and the system provides a comfortable working platform for employees, and formed a powerful loyalty centripetal force, everyone can have a happy attitude to work, instead of textbooks in the general staff and let endorsement is loyal to the enterprise.

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We would like to serve the eight guests with the best sense of service, and sincerely cooperate with friends from all walks of life at home and abroad for a better future. Welcome to visit and negotiate!