高离职率陷阱管理(国外英语资料).docVIP

高离职率陷阱管理(国外英语资料) Recently a friend for the assistant to the president of a company, after investigation, that every aspect of the company looks good, industry development prospects, business prospects, the companys development situation, the interview feeling are good, treatment and work requirements of the position are matched with their own situation. But there is a problem with him here, this assistant job turnover rate is relatively high, the companys human resources slightly vague answer, he learned that this position has changed two people in the first half of the year, an average of 4-5 months. The cause of the high rate of employee turnover, usually there are several: first, the salary is too low, labor cant buy a decent life; two, there is no achievement, no future development space; three, personal style and the enterprise does not match; four, people are not respected, poor stability of occupation. I analysis the friend: he went to the company, the first is not a problem, has been good; second seems like it is not a problem, after all, the interview is mainly about this; third, he in the interview process, contact the human resources director, vice chairman, chairman, the director of human resources vice chairman of the board and all belong to the gentle type, chairman is typical strong leadership, ability is very strong, decisive style. Friends of the current leadership also belong to this style, they get along well, it is not the problem; fourth, work in the enterprise, may not see out, and the intensity of work, corporate culture, personal feeling, occupation stability and safety are related. Would you like to have a try at this job? My advice differs from that of my friends. What the friend pays close attention to is: enterprise development cycle and individual occupation development cycle, think this kind of development cycle conjunction degree is the key that a person enters enterprise whether can succeed. For example, enterprises have start-up, gro