but can not be resolved

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, or to do consulting projects for businesses, entrepreneurs are said to me, sighed: \Before you that there is no good mechanism, but now have a mechanism, but the old hero of the introduction of talent and hard to get along harmoniously, sometimes really do not know how to do? Why not have both cake and eat it? \find difficult to carry out this work, and not learn a new management knowledge, that is, even the best conditions for him I do not want to do here, preferring to go to foreign work, wages and benefits even if no good I'm here, he felt do happy, because what is it? \
I have repeatedly said that \This is true talent strategy!
Human resources strategy of small private enterprises:
For example: Zhengzhou zone there was a new owner of the company cried and told me: \\
Y: You are now recruiting senior management personnel?
Boss: Sam,Provide comprehensive [link widoczny dla zalogowanych], you do not know, I fully understand the management of enterprises, rely on the introduction to my management company CEO, but have failed repeatedly to introduce you to help me analyze the reasons you? I left three months, three general manager.
Y: Is your salary too low out of it?
Boss: No,Provide comprehensive [link widoczny dla zalogowanych], I'm the wages here than in the same industry Kwok 50% higher wages there, and I also helped him rent a set of three hall here, the house, with good appliances.
Y: That is because you are here being good, or no incentives.
Boss: Yeah, these conditions better than the industry.
Y: That is your temper is not right, it is difficult to get along, or what other people injured heart?
Boss: I do not understand management, and what he heard, for my son and not for his good? (Wife beside him, said: \
Y: not doing it so good condition! I really do not know why that was? To your business to see it!
Went to a tour of his business,Provide comprehensive [link widoczny dla zalogowanych], and finally see a problem. The original talents of his 50 factory workers, managers, accounting and warehouse on a (age 19 years, vocational education level), Cashier and Clerk (cashier is his wife), two sales staff (a high school graduate, a college graduate), a machine repair personnel (vocational school), a quality inspector (in the post culture),Provide comprehensive [link widoczny dla zalogowanych], the director of the recruitment is coming back did the foreign senior personnel director (age 35 -45 years old , Master of education).
Y: The company's products of high value, a machine can be priced 5-45 million, and is usually sell production quotas, the boss only knows how technology and marketing, team management do not understand, but do not understand business management. As can be seen from the above, a highly educated, many years in the foreign director who did come to this enterprise, only one person capable a big career? He must be very lonely, without a common language, there is a problem that no one with him to discuss, not a work platform, so they are not willing to work in this environment, that is, his salary will not be more people willing to do!
Talent for beginning a strategic approach to small business success stories: Business start-up enterprises and small, not too high-end talent, working in the industry to employ relatively long time (3-8 years), education (college graduate), age between 28-35 years of age to manage through difficult four personnel (chief financial officer, human resources director, sales director, production director), plus a team of four managers to management level slightly higher than that, this team can take a good Managing people (college graduates, work experience of 5-10 years,Provide comprehensive [link widoczny dla zalogowanych], worked in private enterprise manager or deputy general manager). Calculation of the five men was higher than the wages that the person working the original 3,000 yuan. Through this adjustment, the recruitment of this group will be hard work before, put the company up to do.
Medium-sized private enterprises in the human resources strategy:
Company Background: A private enterprise in Shunde,Provide comprehensive [link widoczny dla zalogowanych], Guangdong, the company established for 18 years, the real CEO of shareholders to a person, the product is done Machinery (CNC machine), two senior executives are Vice President. Deputy General Manager M: education college, age 35, working 12 years in this company in charge of the company's production management, research management, technology management; Vice President Female: vocational education, tertiary education after the age of 37 years,[link widoczny dla zalogowanych], in this company for 18 years (the job number is 02, CEO is 01), head of the company's personnel, finance, marketing, procurement; number of middle management people, the two researchers, the annual output 2500, average per price of 8 million, annual sales income of 2 billion, about 350 workers.
The company entrepreneurs to find me, I want to help him through how to build senior management team. In the three years the introduction of marketing, finance, production, technology, scientific research personnel all failed. The reason is now currently the two top management of the company's hero, can not tolerate any person to the company, the one to be discharged for another reason, because the cost is limited, can not simultaneously introduce a number of senior management, so if the introduction of one or two senior management staff, but also feel that the two senior management staff and their qualifications, management tools, methods, ideas are inconsistent, so the work is not to push their identity, so resigned to go. You feel like my business this situation, how do the successful introduction of senior management?
Medium-sized private enterprises strategic approach to talent success stories: the introduction of management consultants, management consultants who are experts in the management of a consulting firm, first to business class about five times, and then diagnosed with a team enterprise, and then design a tailor for the enterprise customized management program (established systems, processes, performance evaluation mechanism), and enterprises in the high-level contacts in the training of emotion, and with the company's current two-level recognition and admiration for him, and then from the two leaving the top management experts to do business consultant, the consultant arranged only tasks and guide them to manage, and then encountered difficulties in their working arrangements to help them to the appropriate person, to cultivate their feelings to do after leaving the senior management of enterprises ,Provide comprehensive [link widoczny dla zalogowanych], then a management consultant by the enterprise management platform to build high-rise. With this method, successful introduction of the enterprise's senior management, all division of labor, management of the business into a new level.
Large-scale private enterprise strategic approach to talent success stories:
Company Background: Guangzhou City, a private enterprise, employees more than 2 million people, dozens of subsidiaries, the company culture, the lowest level of senior leadership has a master's degree, have a good mechanism to retain talent, the general resignation to go into the company as long as very few people, a good corporate culture, scientific management methods, has been hired the consulting firm the world's top 50 on the enterprise restructuring.
Large-scale private enterprise strategic approach to talent success stories: But when the company developed to a certain extent, to further difficult, companies that only CEO to take new blood into the company in order to have development. But can not fire all the senior management now, we can not quit part of the left part of the down, slowly changing, methods exhausted,Provide comprehensive [link widoczny dla zalogowanych], but can not be resolved! Then do this business because of corporate governance projects, the country has known Han consulting firm bid invitations, the last bid by the company. We gave the company to do the project for three years (has done a budget management, the establishment of profit centers, all of the performance evaluation of data, five control system, the legal rule of project management, etc.), the company CEO on projects we do are very satisfied. So to stay and the company's five core talents (chairman, president, marketing and management experts, financial management specialists, production management expert) was established team of consultants, senior management of the current one on one counseling for three years, senior management that can be cultured on the left,Provide comprehensive [link widoczny dla zalogowanych], can not be cultured on the removal of another recruit, the effect is very good, every year the performance of the three years of 100%, 120%, 200% growth. Three years later, we successfully help companies build a good senior management team quit, the success of enterprises listed on it! (Chairman of the company's long-term strategic management consultant and independent director)
As can be seen from the above example, the enterprise in different periods, the introduction of different people, the introduction of the different methods used; enterprises have a good mechanism that can introduce to the high-end talent, but the introduction to high-end talent, give him a good working environment in order to fully play his role, to retain qualified personnel; the introduction of talent each enterprise according to their own methods to determine the conditions, only the most suitable, not the best, and improve the efficiency of enterprises so that enterprises received maximum value of the completed vision of the enterprise to achieve the enterprise's strategic objectives, which is the best management practices, the introduction of talent that is clearly successful, helping enterprises to solve the problem,Provide comprehensive [link widoczny dla zalogowanych]!