公司人才核心战略.pptVIP

Presentation for 51Job HR Forum, 2002 Roy Gao, Senior Director Human Resources, BMS China * Supply Vs. Demand Supply China does not have adequate pool of talent, as China did not have business education till 8-10 years ago. The education system was science and engineering based. Since the reform started, there are currently 64 universities which are allowed to offer MBA courses, there are only about 20,000 graduates over the past 10 years Demand There are about 400,000 FIEs in China 20 companies have to share 1 MBA * Talents Competition Career Development Talent War * How Many Years is Appropriate To Stay in the Same Company * Executive Promoted From Within the Company Tends to be More Stable * (US 17,800,000) Direct Costs Associated with 2000 Staffing It’s Costly to Staffing ( US Example ) * More Importantly, Retention of Good Talent Gives the Enterprises Continuity and Enhanced Productivity * Reasons of Employee Turnover Career Development Compensation Manager Quality Company Politics Working Environment …... * Manager Quality “Research tells us that people leave managers, not companies. So much money has been thrown at the challenge of keeping good people -- in the form of better pay, better perks and better training -- when, in the end, turnover is mostly a manager issue. If you have a turnover problem, look first to your managers”. * 6 Key Points in Talent Retention 1. Make retention of good talent a business strategy. Understand the link between Retention and business results 2. Make managers accountable for their staff retention, link managers’ reward to retention rate 3. HR shall know the pulse of the organization. Try to establish personal relationship with key individuals 4. Retention solution is different from one individual to another, therefore understand each key individual’s needs is critical to retention 5. Though