員工的態(tài)度與留住人才的方式(1)-全文預(yù)覽
【正文】 the intellectual capital 留住智力資本 – Even if the people leave 即便人離去 Another Alternative … Getting Better at Recruiting 另一個(gè)選擇：改進(jìn)招聘 ? You’ll be doing more of it anyway, and better ―fits‖ reduce turnover 你要投入更多精力，人崗相配可以降低離職率 ? The Marriott Experience Targeting Applicants Marriott 的經(jīng)驗(yàn)：瞄準(zhǔn)求職者 ? Moving toward internships and coops –實(shí)習(xí)制度 – 50% of grads may have mitments to employers beginning of senior year 畢業(yè)班的實(shí)習(xí)生中有 50%會(huì)對(duì)雇主有承諾。 Characteristics in First Employers 第一位雇主的特征 Please rate the importance of each of the following in choosing a first employer 請(qǐng)為下面這些在挑選第一位雇主時(shí)所考慮因素的重要性打分 Good reference for my future career對(duì)未來發(fā)展有幫助 42% Company values balance between personal life and career 公司重視工作與生活的平衡 41% Likeable/inspiring colleagues 同事令人喜愛與鼓舞 37% Competitive salary工資有競(jìng)爭(zhēng)力 34% Challenging assignments工作的挑戰(zhàn)性 33% Competitive benefits福利有競(jìng)爭(zhēng)力 32% Opportunities for continuous learning有機(jī)會(huì)繼續(xù)學(xué)習(xí) 31% Opportunity to specialize有機(jī)會(huì)精專 30% Secure employment安全的聘用 30% Financial strength財(cái)務(wù)有實(shí)力 29% High ethical standards道德水平高 29% Ongoing educational opportunities繼續(xù)教育機(jī)會(huì) 27% Highachiever program高成績(jī)者計(jì)劃 26% Variety of tasks or assignments多樣的任務(wù)或工作 26% Immediate responsibility立即負(fù)責(zé) 24% Opportunity to influence my own work schedule有機(jī)會(huì)影響自己的工作安排 24% Their Attitudes Are Different 他們的態(tài)度 確實(shí) 不同 ? They don’t believe the old deal. 他們不相信過去的規(guī)矩 ? More willing to take risks failure ok 更愿意冒險(xiǎn) ——失敗，沒關(guān)系 ? Building careers across jobs 在工作中建立事業(yè) – autonomy 獨(dú)立 – clear performance management 清晰的績(jī)效管理 – prefer flat hierarchy 喜歡扁平的層級(jí) ? What to do? 做什么？ – Explicit and shortterm contracts 明了清晰的短期合同 – tailor job to individual 工作內(nèi)容量體裁衣 Performance Management is Crucial to the Next Generation 對(duì)新一代來說，績(jī)效管理至關(guān)重要 ? Why? 為什么 – Because their trust is shortterm, they want criteria spelled out 因?yàn)樗麄兊男湃问嵌唐诘?，他們希望有明確的標(biāo)準(zhǔn)。 ? AMA survey – 63 percent cutting in one division and expanding in another 美國(guó)管理學(xué)會(huì)調(diào)查 63%的企業(yè)在邊減邊擴(kuò) ? Economy turns fast – 經(jīng)濟(jì)轉(zhuǎn)變迅速 – Employers expecting to hire 19% more college grads in Spring 2023 than in 2023. 2023年春季，雇主們計(jì)劃比上年多招 19%的大學(xué)畢業(yè)生。 ? During the economic ―boom‖ 49% still had downsizing 即便在經(jīng)濟(jì)繁榮期，依然有 49%的企業(yè)在縮小規(guī)模。 記得“組織人”嗎？ What Caused the Change? 改變的原因 ? Institutional Ownership and Shareholder Value: The Scott Paper Case 所有者制度與股東價(jià)值： 斯哥特紙業(yè)案例 ? Pressures from Markets: Speed and Variet
范文總結(jié)相關(guān)推薦
鄂ICP備17016276號(hào)-1