Create an ecosystem for recruiting, employing, educating and retaining people

On January 29, 2021, in the Human Resources Committee, Mr. Wang Fenghua, the general manager, elaborated on creating an ecosystem of recruiting, employing, cultivating and retaining employees, so as to meet the development needs of the enterprise strategy and create the competitive advantage of the enterprise.

First, Recruiting people

According to the analysis of the human resources data in 2020, there are still serious deficiencies in the recruitment of the human resources department. Especially in the second half of this year, orders increased sharply, the company's overall recruitment demand is large, the recruitment cycle is long, the personnel gap affects the successful achievement of the performance of each department. In order to achieve the overall performance of the company, all departments have to rob Peter to pay Paul, resulting in excessive overtime hours of employees, which indirectly aggravates the loss of employees. Human resource strategy is the first strategy of enterprise development, and human resource strategy should precede the development strategy of enterprise. In terms of recruitment, the human resources department should do a good job in the early stage of talent reserve according to the company's medium and long term planning, rather than wait until the project enters the implementation stage. In the future work, the human resources department should expand the recruitment channels according to the needs of the people, to go out, can’t wait for the rabbit.

Second, employing people

Employing persons is also an important work of human resources. If people are used well, they will have added value. If they are not used well, they will be cost and burden for enterprises. The HR department should have a clear definition of what to do, how to do, how much to do, what role to play and what results to produce in each position. In 2020, the Human Resources Department will strictly control the efficiency of front-line production staff or technicians, but the roles and responsibilities of some non-production management, technical and clerical positions are not clearly defined and evaluated, resulting in overstaffing and overstaffing in some departments. That is to say, in the strategic project of "leisure activities", the human resources department has not fully implemented the "leisure people". In terms of employment, on the one hand, we should meet the job requirements of the post, through the post evaluation system to assess whether the hired personnel and job requirements match, to the qualified personnel issued a job certificate, to the potential personnel can meet the requirements through training. The other side is improvement. The human resources department should define the goal of improving the human efficiency of the team and the department, and put forward the efficiency improvement plan of technical reform or machine reform to the production unit and the technical committee. For the employees, it should draw up the corresponding growth curve, instead of green beans and yellow beans year after year, it should create competitive advantages for the company through the improvement of human efficiency. At the same time, we should flexibly use various performance evaluation tools such as KPI key performance indicator evaluation method, 360-degree evaluation, performance reporting and so on.

Third, educating people

In terms of educating, the Human Resources Department should make a survey of training needs, and put forward short, medium and long-term training needs to Qihang College. At the same time, it is necessary to do the pre-inspection and verification of whether the talents meet the requirements like CQE inspection. In addition, the human resources department should do a good job in the construction of talent echelon, also called the sixth man or bench plan. Our corporate values are: "building positive team, shaping family culture". Whether a team is positive, sunny and upward determines the strength of enterprise execution. Many people believe that the strong executive power of an enterprise is caused by culture. In fact, the construction of talent echelon plays a key role in the executive power of an enterprise. For the enterprise, is the first thing we emphasize team, only meet the requirements of the threshold of the OuHai or, agree with enterprise values, in order to be truly entered the OuHai the team, are talking about family culture. So, for some can't keep up with enterprise development request, can't keep pace with The Times, we like soldiers or retired athletes, establish corresponding elimination mechanism. Because enterprise is an organization needs to create value and profit, not welfare homes, is not a shelter, and this is why the company has been advocating "have no sympathy for the weak" on the job at all. At the same time, the human resources department to ensure that in the appointment of the talents, build the culture of honest, the article explained "group one" roots tutorial system.

Four, retaining people

In terms of retention, the human resources department should conscientiously implement the strategy of "high demand, high pressure, high welfare" program. The human resources department shall, from time to time, to understand and pay levels of other companies in the same industry. To the enterprise internal, we don't have to provide the highest compensation and benefits, but must provide a relative wages and benefits of competitive advantage, only in this way can to retain people, the ability to retain the best talent. In terms of logistics services, we want to make staff eat satisfied, sleep warm, work at ease, live comfortable life. To the worker's children, we are going to preparation, custody kindergartens; To let a worker at the location of the enterprise can afford to school children, got to school; We can't let the soldiers at the front line from the front have trouble back at home of the family. In terms of cultural construction, we should establish honest and open working relationship, create a positive, relationship, simplification of working environment, avoid the phenomenon of mountains, selfish departmentalism, avoid personnel group for the complicated interpersonal relationship, and cause the loss of humanities environment does not adapt.

Recruitment, employment, education and retention of employees should be an organic combination and mutual promotion of the ecological circle. Only by recruiting excellent talents, making good use of them and letting them play their roles can we create greater competitive advantages and economic benefits for enterprises. Companies have profits and wealth to provide better welfare for their employees. We need to create conditions to retain outstanding personnel, eliminate those who are incompetent, unable to keep up with the development of enterprises or unable to keep pace with The Times, and enable enterprises to recruit, employ, nurture and retain employees to enter a virtuous circle and enter a virtuous development.