How to create a personnel reserve mechanism-.docVIP

 PAGE \* MERGEFORMAT 8 How to create a personnel reserve mechanism? In the sports sector, circulating such a statement to determine whether there is a good team is staying power? There is no need to look at its main players how to how good, just see how it could be a replacement team. Can be seen that replacement (reserve) personnel excellent and adequate or not, to a large extent restricts the team’s rapid development! Similarly, we look at whether the company has a driving force for sustainable development, whether it can maintain long-term stable development momentum, whether a highly competitive market in the future gain a firm foothold, from its ranks will be able to have begun in the reserve. However, the new blood coming in, job vacancies are available immediately after the non-super-substitute, but in many enterprises are still objectively exist and are still carried on continuously, it is something that HR were tantamount to a big headache for headache thing. So, how can we effectively avoid such a situation to continue to spread? Spent doing something useful first to establish a sound reserve mechanism, I believe you can achieve effective and efficient. First, select a number of key staff through internal reserves or mobility positions. Any company, it has some of the more critical the larger posts or liquidity positions, such as marketing managers, human resources manager, the personnel of these important positions after a loss, this will surely generate relatively large loss of the company, we have taking various measures to prevent the movement of important posts at the same time, nor may from time to reserve some of these positions super substitute. The benefit is that on the one hand, after the loss of the loss can be reduced to the minimum, it can also prevent such officer holds an important resource for the company have taken the opportunity to blackmail the company. In addition, for relatively large liquidity positions, we analyze the mov