留住人才,等说再会已太迟(国外英文资料).docVIP

留住人才,等说再见已太迟(国外英文资料) Its too late to say goodbye Recruitment of early has become an indisputable fact that accords with a requirement in order to find the needed talents, the enterprises net recruitment officer, multi-channel, omni-directional to, even the blog, BBS, weibo, games, social networking sites have come in handy. In exclamation recruitment difficult at the same time, we dont know if everyone thought, most of our recruitment requirements from the brain drain openings, but very little new business needs of jobs. This leads to the topic today, I want to say, if we the odd bit of work on talent training, reduce staff turnover, so our recruitment will reduce a lot of pressure? Frequently, such as these things around us, and put forward some employees leave the company from the leadership to HR department, and the talking head to tell him how important it is to his post, the company is how highly he, if you dont go to stay, can consider to raise wages by 20%, for its promotion and so on two levels. But in the face of it an attractive belated reward, there are very few people leaving the company to take the unit to a ball, most of people choose to go away, ran to his already consider good career future. So, wait for people to say goodbye to think of things can be seen everywhere, employee value exit interviews include improving effect of treatment conditions such as natural wont be better. It is worth reflecting on why dont we treasure the talent and wait to lose to know the talent? To say that is still to the talent is not taken seriously, be in the talent use to have too much fluke psychology. In addition to the responsibility of the senior company, our HR department is also responsible. We often discuss what kind of company is good company, if it is to be measured by income, for personal, good company is after you leave it cant find a place to give you the same treatment, the difference is easy to find after leaving it revenue is far higher than it. Some peo