Can Grass-Roots Employees Realize Rotation?

One night, Akio Morita, chairman of the board of directors, "a href=" http://pop.sjfzxm.com/popimg/xm/index.aspx "> < < /a > >, went into the staff dining hall to have dinner and chat with the workers in accordance with the usual practice of P." a ".

He has been keeping this habit for many years, so as to train his employees' sense of cooperation and good relations with them.

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On the day of P, Akio Morita suddenly found a young worker unhappy and full of worries.

So Akio Morita took the initiative to sit opposite the employee and talk with him.

After a few drinks, the employee finally said, "I graduated from University of Tokyo, and I had a very well paid job.

Before entering SONY, he was crazy about Sony Corp.

At that time, I thought I was the best choice in my life to enter SONY.

But now I find that I am not working for SONY, but for the manager.

Frankly speaking, my section chief is an incompetent person. What's more sad is that all my actions and suggestions have been approved by the section chief.

My own little invention and improvement, the section chief not only does not support, does not explain, but also sarcastically, I rely on toad to eat swan meat, ambitious.

For me, this class is SONY.

I was very discouraged and frustrated.

This is SONY? This is my SONY. I have to give up that good job to come to this place! "/p.

Akio Morita was shocked by the words "P". He thought that there were many similar problems in the company's internal staff. Managers should be concerned about their distress, understand their situation and not block their progress, so they had the idea of reforming the personnel management system.

Since then, Sony Corp has launched an internal tabloid every week to publish "advertisement for people seeking" in various departments of the company. Employees can freely and secretly apply for jobs, and their superiors have no right to stop them.

In addition, SONY has changed its work every two years in principle, especially for those energetic, energetic people who are not willing to wait passively for their work but to give them the opportunity to give them the initiative.

After the implementation of the internal recruitment system in < a href= "http://www.91se91.com/news/index_h.asp" > SONY < /a >, most of the competent people can find their favorite jobs, and the human resources department can find the problems of the "outflow" talents.

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< p > this kind of "a href=" http://cailiao.sjfzxm.com/ "internal job hopping < /a > type of talent flow is to create a sustainable development opportunity for talents.

In a unit or department, if an ordinary employee is not satisfied with the work he is doing, he thinks that another job in his unit or department is more suitable for himself, and it is not easy to change it.

Many people can only do their best when they are doing very well, so that their superiors feel that they need to change jobs for him.

When employees are often disappointed in their aspirations, their enthusiasm for work will be significantly suppressed, which is a great loss to employers and staff themselves.

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< p > Sony Corp's internal job hopping system is such that most capable employees can find jobs that are more satisfactory to them. Those who are unable to participate in various recruitment will become the object of concern in the personnel department, and the personnel department can also find some problems existing in the departments which are frequently "outflow", so as to take timely countermeasures to remedy them.

In this way, the enthusiasm of staff at all levels of the company has been mobilized.

When every cadre and worker is moving towards the goal of "doing what he most wants to do and making good use of the most wanted talents in this department", the benefits of personnel management in the enterprise will be brought to the extreme.

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< p > internal candidates have identified everything in the organization, including the organization's goals, culture and shortcomings, and are less likely to quit than outside candidates.

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