• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    How To Control The Conflict Of Interests Between New And Old Employees

    2015/1/20 13:50:00 42

    StaffConflictSystem

      

    One is to build a reasonable one

    mechanism

    To control the conflict of interests between new and old employees.

    Old people should play the role of the commissar, make use of their loyalty to the enterprise and identify their corporate culture, and let the new employees feel the inherent requirements of the corporate culture through their practical activities, so as to realize the effective inheritance of the corporate culture. The "Gang" is helping the new employees enter the initial stage of the enterprise, and they are not familiar with the internal conditions of the enterprises. They need help from the old staff when they encounter problems at work.

    Connections

    And gradually establish their own working circles.

    McDonald's and seabed and other well-known enterprises are through the help of clashes to resolve conflicts between new and old employees. Any staff member who wants to be promoted must complete the high quality training of fixed sites, and complete several staff's coaching work.

    Many enterprises also put forward similar requirements for old employees, so you can't train your successor, so you can't get promoted.

    Incentive mechanism: establish corresponding incentive mechanism, do well for old people.

    staff

    By setting up the annual individual contribution award, we will award the old staff to help the new staff through the incentive mechanism, and build a harmonious and symbiotic internal atmosphere.

    Training mechanism: new employees entering the enterprise, regardless of past qualifications, must have new staff induction training, unify the new and old staff's way of doing things, and resolve the conflict between new and old employees' potential work habits.

    For example, Lenovo's "mold" training system for new employees, any employee who enters the association needs to take part in a month's induction training, that is, through training in culture, system, business and other aspects, the output of employees is as neat as a model printed, effectively avoiding potential conflicts caused by individual differences of employees.

    Two, we should clarify the standards of talents and improve the structure of talents.

    Establish staff qualification management, clarify job competency, behavior and contribution standards, explore the basis of conflict - Research on motivation, characteristics and values of people under iceberg, find employees who are consistent with individual values, and fundamentally reduce the probability of new and old workers.

    For example, consulting with Mr. Jun has made his own attempt in the qualification management of consultants. Consulting the characteristics of intelligence business requires outstanding individual combat capability, and the difficulty of horizontal collaboration is a common problem facing the consulting industry.

    Through the identification of core competence, He Jun resolved the value of the consultant as the most important choice. He inspected the core competence of the consultant, including user thinking, adult self serving, willingness to devote, sunshine and hardworking. Through the optimization of selecting talents, he effectively resolved the contradiction between the new and old employees.


    • Related reading

    A Sample Of Pformation And Upgrading Of China'S Garment Industry From Foreign Trade To OEM.

    Pay attention to employees
    |
    2015/1/18 22:47:00
    24

    Zero Defects Should Be Removed From The Labor Contract Procedure.

    Pay attention to employees
    |
    2015/1/18 18:07:00
    28

    The Spring Festival Holiday Brings A Sensation To Disperse The "Spring Festival Holiday" Welfare.

    Pay attention to employees
    |
    2015/1/12 16:51:00
    35

    70%, People In The Workplace Will Not Be Too Dissatisfied With Their Salary.

    Pay attention to employees
    |
    2015/1/11 18:34:00
    28

    The Fundamental Role Of Consumption In Promoting Economic Development Is Particularly Important.

    Pay attention to employees
    |
    2015/1/11 11:19:00
    29
    Read the next article

    The Relationship And Significance Of Marketization And Legalization Of Labor Relations

    The marketization of labor relations is to regulate the relationship between employers and laborers by market, but not to believe that the market is omnipotent. We must use legal means to ensure the lowest income level of labourers and the safety of working environment.

    主站蜘蛛池模板: 乱人伦xxxx国语对白| 国产手机精品一区二区| 亚洲精选在线观看| aaa日本高清在线播放免费观看| 精品伊人久久香线蕉| 巨大黑人极品hdvideo| 别揉我胸啊嗯~| gⅴh372hd禁断介护老人| 男女久久久国产一区二区三区| 皇上往下边塞玉器见客| 嫩草成人永久免费观看| 动漫卡通精品3d一区二区 | 99在线精品视频在线观看| 狠狠亚洲婷婷综合色香五月排名| 大肉大捧一进一出小视频| 国产AV国片精品一区二区| 中文字幕在线观看第一页| 绝美女神抬臀娇吟| 好男人官网在线观看免费播放| 任你躁欧美一级在线精品| 99久久精品美女高潮喷水| 毛片免费全部免费观看| 国产精品福利一区二区久久| 亚洲乱码国产乱码精品精| 黄色链接在线观看| 欧美日韩色黄大片在线视频| 国产精品单位女同事在线| 久草福利资源站| 色吊丝最新在线播放网站| 性欧美18-19性猛交| 亚洲线精品一区二区三区| 18美女腿打开无遮挡| 日韩精品专区在线影院重磅 | 插B内射18免费视频| 免费无遮挡无码视频网站| 99久久中文字幕伊人| 欧美一级在线播放| 国产乱人伦AV麻豆网| 一个人看的www日本高清视频| 武林高贵肥臀胖乳美妇 | 青娱乐欧美视频|