No reason to leave.doc

 PAGE \* MERGEFORMAT 8 No reason to leave If you are a job seeker, you will find some of the companies regular, repetitive recruitment positions, from executives to the grassroots level, involving many departments, all positions, except for some elements out of advertising, the majority of enterprises human resource management must be a problem. Among several enterprises in the service, in particular, is about the development of private enterprise development, and this phenomenon is particularly evident on the one hand companies desperate for, spend lots of money, high to attract the elite of the industry and talent, attracting the other hand, the person and from the accounts, the ice water, come and gone. replaced within one year of an enterprise of any vice president of sales of 5 different people bring different cultures and management styles, the following people had a chance to adapt to and accept is leopard main, and its sales results can imagine. If the sale itself is a high rate of change in the department, may be personnel and finance departments to support same sex. The high cost of labor movements, some boss this way, expectations are left behind after the gold Ebb Tide, more business owners are lost and confused, earning a good wage, benefits are not low, why not hire or keep and common development of enterprises of the people? The reasons for frequent changes in human Staff turnover in some of the respondents, we found many common reasons for departing staff can be divided into: initiative resignation and passive resignation, the more senior managers the greater the proportion of leaving the initiative. 1, leaving the initiative #8226; The gap between expectations and reality larger. This gap in recruiting companies from exaggerating the strength and future of the enterprise Development of vision, to enlarge advantage, avoiding the problem, when new people enter the business after the actual learned after, there is a disappointment a