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Promotion, Good Job Vacancy

2010/12/9 11:41:00 46

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Employing

There are two very different ways of employing people.

The former refers to the use of talented persons, whether they are intimate or not, and the latter is to use their friends or bosom friends, regardless of "talent" and "no talent".

Do you agree? The reason is that a person's family and friends are limited after all. The selection of qualified personnel in a limited number of people is bound to be limited in quantity and not in high quality. If those who are not trusted to find a way out and go to the other side, they will accidentally pmit talents to the hostile forces, and the result is to weaken themselves and help their opponents.

Foreign companies often take the initiative of "internal promotion".

Recently, a survey of 200 foreign-funded enterprises showed that when a job vacancy occurs, a company usually adopts internal and external methods. When the company is promoted internally, it is mostly promoted by the same department, so it is recommended by the original direct manager of the Department.

The survey shows that 27% of the company's managers and 20% of the company's non management personnel are mainly from the original employees of the joint venture party. 9% of the companies say their managers and 5% of the companies call their non managers long-term employment.

When there was a vacancy in management positions, 67% of the companies took internal promotion or pfer, 2% of them recruited in the talent market, and 1% of the companies were appointed by the government.

When there are vacancies in non management positions, 55% of the companies take internal promotion or pfer, and 45% of them recruit in the talent market.

The number of managers leaving the company is 4% each year, and the non management staff is 6%..

From the above survey, we can see that under the modern human resources management, it is a common practice to take "internal promotion" when there are vacancies in enterprises.

However, this does not mean that there are opportunities for the "royal family" in the enterprise. Mr. Gu Minshen, a Taiwan personage of the director of human resources of Ping An insurance company in China, points out: "the Chinese also pay attention to the" inside is not to avoid relatives ".

That is to say, this person, if he has talent, will be reused whether or not you are a relative of a manager or manager.

However, as an international company, the most important thing to do is to use the personnel mechanism as a measuring ruler, and set it in the enterprise, which is suitable for my use and not suitable.

It not only gives employees opportunities but also saves recruitment costs.

inside

"Promotion" enables employees to have opportunities for development in the company.

"Internal promotion" is one of the positive means of retaining talents for the employees in the enterprise, because the employees who can be encouraged can further enhance their abilities.

And for enterprises, this is also a cost saving method, because the salaries of employees promoted by internal promotion often do not have high salaries for former employees or outside staff.

In addition to considering the balance between employees' capabilities and the company's internal environment, the implementation of "internal promotion" also needs to be determined by different stages of development and external environment.

For example, if an enterprise is in the stage of rapid development, the company structure is expanding rapidly, and there are more vacancies in the position.

Because the company needs more experienced and competent employees to consolidate the company structure, and not much time to train employees.

In the case of economic depression, when the vacancies appear in enterprises, the method of "internal promotion" can be considered.

Because this saves the cost of the company, and the employees who are promoted are more familiar with the company's operating environment.

Of course, no matter how to fill the vacancy in that way, it is most important to find suitable talents in the view of enterprises.

"Internal promotion" is not equal to inbreeding talents.

present

stage

No matter the way of management of foreign enterprises or domestic enterprises will be closer, the corporate culture of foreign enterprises gradually has Chinese characteristics, while domestic enterprises refer to the excellent management mode of foreign-funded enterprises.

In fact, when internal vacancies occur, the operation of "internal promotion" is more common. The difference is that the starting point of everyone's considerations is different.

Before "internal promotion", foreign-funded enterprises will focus on the future development of employees.

In addition to having a good working environment for developing stable and capable employees, it is undoubtedly a good move to let him see that there is room for development and opportunities for advancement in the company.

However, domestic enterprises pay more attention to the cost problem before "internal promotion".

However, in any case, the most important economic benefits of enterprises can bring benefits to the enterprises, which are reused employees. Instead, employees who can not directly or indirectly bring economic benefits to enterprises will not be reused even if they have "relationship".

The phenomenon of "inbreeding talents" has been decreasing in recent years, especially in the upper scale enterprises.

In recent years, many enterprises have adopted performance appraisal methods to quantify employees' work, which is undoubtedly the best way to avoid "inbreeding talents".