Wu Qilun: Three Times The Salary Of Asking For Leave To Reflect The Five Sad YOUNGOR

Recently,

First of all, YOUNGOR lacks strategic plan for long-term talent reserve.

The development of enterprises depends on people.

Secondly, YOUNGOR lacks qualified management personnel in human resources management.

There is no doubt that the deduction of three times the wage is a clear and serious violation of the provisions of the labor law. This notice will definitely cause employees' strong dissatisfaction and arouse their resistance, and will have a serious negative impact on YOUNGOR's corporate image.

In this regard, qualified human resources management personnel will never make such a ridiculous move.

It can be seen that YOUNGOR's company can issue "the most frequent holiday notice in history", indicating that the company lacks qualified human resource management talents.

The author suggests that YOUNGOR should seriously handle the responsible person of this incident.

Third, YOUNGOR lacks a comprehensive staff care plan.

Most of the first tier industrial workers in YOUNGOR are migrant workers, who work conscientiously on the production line year after year. For them, reunion with their relatives during the Spring Festival can not only solve their homesickness, but also make them get into a better state after receiving family care.

As an enterprise, arranging employees to visit relatives during the Spring Festival is the most important part of the employee care plan. Enterprises should make every effort to create convenience for employees to return home and visit relatives.

YOUNGOR's company can issue "the most frequent holiday notice in history," indicating that the company lacks a comprehensive staff care plan.

Fourth, YOUNGOR lacks scientific and rational planning when arranging production.

YOUNGOR's company has issued a notice of asking for three times the wages, saying that "the company's products are mainly exported to Europe and the United States," according to a person in charge of the company's human resources department.

Once the Spring Festival is over, the company will rush to deliver the goods and need more manpower. "

There is no doubt that in order to pursue reasonable profits, it is understandable for an enterprise to arrange production for its employees. Enterprises should take into account the relevant rights and interests of employees when arranging production plans.

As a traditional Chinese family reunion festival, the Spring Festival has become an important holiday for migrant workers to return home and visit their relatives.

Enterprises should take full account of this factor when placing orders and arranging production plans. They should minimize the production plan during the Spring Festival.

YOUNGOR's company can issue "the most frequent holiday notice in history", indicating that the company lacks scientific and rational planning when arranging production.

Fifth, YOUNGOR lacks effective strategies in retaining talents.

The employer is to keep people.

Because the employees who follow for a long time have the advantage of high proficiency, high loyalty and demonstration effect. They can create stable and sustained economic benefits for enterprises.

In order to retain employees, many enterprises are full of brains. Some clothing enterprises provide their employees with round-trip air tickets, overtime pay and reward for overseas travel, reimbursement of childbirth expenses, and help to solve the problem of employees having children and going to school.

No doubt, these are good strategies to keep people alive.

While YOUNGOR's company tried to force employees to comply with heavy penalties, it is obvious that it is the best way to keep people under control.

Obviously, there is no effective strategy in retaining talents.