How To Develop Talents For Clothing Agents

The boss should understand that recruiting talents from outside and internal personnel training belong to the category of human resources development, and adopt different strategies according to different management situations.

To develop and expand the shop, human resources development is essential.

Now some stores like to recruit managers, but they cannot afford to spend time, energy and money to develop their own shopping guides.

Stores like to have trained people with relevant work experience and preferably other shops.

When employees lose their jobs, they recruit to the society, but they cannot afford to spend time, energy and money to cultivate their fear of shopping guide.

Stores like to have trained people with relevant work experience and preferably other shops.

When employees lose their jobs, they recruit to the society. They think that the current talent market is generally oversupply and easy to recruit, but they do not know that it can not solve the fundamental problem.

When it comes to training talents, it is the most important issue to cultivate the talents first.

Our shop operators usually have such an assumption that they usually think that a good mobilization will become a good coach, that is, an excellent shopping guide must be an excellent store manager. Obviously, this concept is wrong.

When the store manager has relevant skills, it is more important that he has the ability to train talents and leaders.

Secondly, it is the question of training time. In today's rapid development of science and technology, time is certainly more expensive than gold, but talent training is often urgent, especially those who need experience.

It may be easy for the trainer to learn the way and the essentials of his work, but he may only know it and not know why it is so. It also foreshadowed his future failure.

There are many growing experiences that can not be taught, so the shops have to open up a test plot for them to experience the pain of growth as soon as possible.

Finally, the direction and emphasis of training should be adapted to future positions.

The same is done for shopping guide training, but its work content is very different, and the individual ability and quality are different. Therefore, the trainer should distinguish between the quality difference and interest hobby of the trained person, so that the whole talent selection and training personnel's own quality difference and interest hobby can be differentiated, so that the whole talent selection and training process will complement each other.

4, how to retain talents

The labor market of China's garment terminal industry is extremely active. Mr. Zhu Wenxin, President of CAS international brand management consultancy, once commented: "China's job hopping situation is far more powerful than that of the European and American markets, let alone comparing with Japan."

Has our franchisee been a bit numb in the face of employee turnover?

Anyway, there are so many people looking for jobs that no one can really replace them.

In fact, excessive staff turnover not only increases the recruitment cost of the store, but also brings a lot of hidden losses. No boss wants to see such a result.

The loss of talent, especially the high quality shopping guide and the loss of store managers, is an immeasurable loss for the shop.

This is manifested in three aspects: (1) in today's full employment, it is very difficult for shops to quickly recruit the talents they need badly.

"Outside talent can not be recruited, but the talent inside job hopping, the shop manager's ability is not up to standard, and one is careless and has to run......"

A doggerel vividly wrote the helplessness of the franchisees at the high turnover rate of the clothing industry terminal talents.

Insufficient talent is the most feared situation for every fast developing shop.

On the one hand is the industry's Overspeed expansion, on the one hand is the lag of personnel training.

If we do not have enough talents, the enterprise will lose the essence of competition.

In order to get the advantage of fierce competition, many shops have spent a lot of energy and money to train talents. However, there are no other supporting policies, resulting in brain drain, instead of being a training base for others.

"Eight points, nine points, very good treatment."

This is the way to save people from the chairman of the Lifan Group.

It is not difficult to understand that there are many ways to retain talents, and the way to reduce employee turnover is also involved in many aspects.

"Nine points" is to develop, arrange people in suitable positions, and plan for the career development of employees.

The "very good treatment" is fair salary and good welfare treatment, and the boss's concern and encouragement, good shop culture and so on can also attract talents and help retain talents.