How to retain key talent.docVIP

 PAGE \* MERGEFORMAT 4 How to retain key talent Recently to a construction company to do human resource projects, human resources managers is that they chat, he said he had a friend, a daily sales manager for a few years ago, their business has been developing very well, sales increasing every year. Every season, the company will market to a large number of personnel recruitment sales, once in the off-season sales, the company will cut a lot of sales staff. In this matter, his friend gave them to mention a few general manager second opinion, while the general manager, said: Some people in the job market, high wages as long as we are, afraid to find people to do? throughout the year to have them “keep up”, so too do the costs in last year’s season , his friend and most of the sales staff resigned, resulting in company sales moment almost to a standstill because the job market in general can recruit sales staff, but not always able to find good sales people and management personnel. So CEOs out of a very attractive salary, and some hope he can return to the company selling the backbone, however, that the money for salary, still not able to recall these old men. In fact, the brain drain is not only the company, is generally a headache for many businesses, while the company unable to retain talent, motivate, internal communication mechanism, there are many problems, but these problems lies in the neglect of talent, lack of correct view of human resources. Enterprises in order to truly retain talent, we must foster a modern human resources, and as soon as possible transition from traditional personnel management to human resource management should be pointed out that, in the era of knowledge economy, not only to human as a resource, and should be as more and more of a creative capital operation and management. In addition to the concept of change, I personally think that managers should pay more attention in these areas: 1, the employee’s personal progress