八招应对员工培训后跳槽(Eight recruit employees should be trained after job hopping).docVIP

八招应对员工培训后跳槽(Eight recruit employees should be trained after job hopping).doc

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八招应对员工培训后跳槽(Eight recruit employees should be trained after job hopping)

八招应对员工培训后跳槽(Eight recruit employees should be trained after job hopping) Employee training after job, not only increases the cost of the enterprise, but also enable enterprises to face training and worry about personal gains and losses. In fact, enterprise training as an investment behavior, there must be a variety of risks. Then, how can we minimize the risk of job hopping after employees are trained? Eight methods are provided here for reference. The first one: effective planning training First of all, make sure that what employees are learning is what the business needs, and that it makes them useful. Some employees leave after training because they are not available in their former or former jobs. Secondly, for some important training projects, according to the needs of enterprise development is divided into several modules step by step, only the training required each module is divided into several stages, the entire project completed, appropriate to extend the effective period of training. In this way, a training driven benefit mechanism can be formed, employees can see their own development space, and they will not complete the training in a short period of time, to a certain extent, reduce the risk of job hopping after training. Third, try to choose low cost training methods. Cut off the job training, increase training, reduce training, increase training, especially to increase the project participation, case studies and other low cost and good effect of the project. The second recruit: pay attention to soft skills training Soft skills are skills and art required to integrate employees into the enterprise and work effectively, including values, ethical qualities, norms of conduct, and corporate culture. From the economic point of view, enterprise knowledge capital is divided into human capital and structural capital. The training of staffs hard skills improves the staffs human capital, while the employees human capital increases, and it will inevitably incre

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