Debate contest, whether enterprises retain people by treatment or by career.

Debate contest, whether enterprises retain people by treatment or by career. Take care of both. It depends on whether to retain people by treatment or career, and it depends on the needs of employees. If the basic food and clothing problem of employees has been solved and the development of enterprises is relatively stable, then the incentive effect of career reservation on employees will be even greater. If the salary of employees is not enough to support the daily expenses of families, it is obviously unrealistic to retain employees in their careers. Sometimes it depends on the employee's own mentality. People who are not ambitious just want to get a high salary, while ambitious people want to endure a low salary and exchange temporary patience for a high salary in the future, that is, endure a low salary for a career. But keeping people by career is actually keeping people by high salary in the future. This is a question of whether employees choose high salary now or in the future. Hope to adopt

What you said is similar to my present company.

It depends on people.

Enterprises bring not only wages to employees, but also opportunities and training in the workplace.

I hope you can understand.

Rich enterprises will pay you more. Do you think you can stay forever?

A company without money runs a promising business. At present, we can only rely on colleagues to work together. Do you think you will stay for this adventure?

It is a very realistic fact that everyone has his own life. Sometimes, we not only consider ourselves, but also others.

So, if you want to say whether an enterprise keeps people by career or by treatment, I can only say both.

Mainly depends on what people who take money think. ..

Because there is not much burden, I stay in the company by my career.

I think my colleagues are the same as me.

Under the financial crisis, there are different opinions on whether enterprises should retain people by career or by treatment. We support keeping people by career. What's your opinion? Hello:

Retaining people by career has the following views:

1. Once the financial crisis has passed, it is impossible to retain talents only by treatment.

2. Career and treatment are positively related, and there is a career to get good treatment.

3. After the financial crisis, high salary is not conducive to enterprise development (salary reduction and others immediately quit).

4. Career gives people a sense of accomplishment, and the essential purpose of work is to gain a sense of accomplishment.

5, treatment can not let employees build loyalty to the enterprise, as soon as there is a better treatment, they will resign immediately.

That's all I can think of for the time being.

I hope I can help you.

Talent, whether a unit retains people in career, emotion and treatment actually depends on the pursuit of talent.

Generally, it is career treatment and feelings.

Very influential.

Good atmosphere is also a plus.

It is more important to retain people with benefits than with corporate culture. I support using welfare to keep people. The more words, the better. After a hard year, business owners and employees are looking forward to the Spring Festival. However, the year of an enterprise is not as easy as expected. At the end of the year, the orders of enterprises are relatively concentrated, especially some labor-intensive enterprises, which basically have to work overtime to catch up with the construction period. However, with the arrival of the Spring Festival, some migrant workers are ready to return home or choose to change jobs. The "labor shortage" around the Spring Festival once again made many business owners frown.

To this end, many enterprises will take various measures to retain employees before and after the Spring Festival. In the investigation and interview of related enterprises, the reporter found that enterprises have different methods of retaining people.

Countermeasure 1: Keep people with affection

Keywords: purchasing train tickets and contacting chartered cars

Many enterprises take the initiative to arrange husband and wife rooms for husband and wife employees and reimburse the round-trip fare to their hometown. Many enterprises even try their best to improve their "spiritual welfare" and retain people with emotion.

Liu Shengbo, a winch workshop employee of Bada Electromechanical Co., Ltd., is from Lixian County, Hunan Province, and has worked in the company for 8 years. As a result of working in the front line for a long time, his fingerprints were worn and damaged, which made him very worried about attendance. Last year 1 1.5, he put forward a written proposal to the company, arguing that fingerprint attendance is unrealistic for people who are engaged in front-line production in the workshop all the year round, and it takes a lot of time to attend every attendance. He proposed that the workshop staff (timing) should be free of fingerprint attendance, only for administrative personnel.

Shortly after Liu Shengbo submitted this proposal to the general office of the company, the company adopted his opinion. Liu Shengbo said that the company's adoption of employees' reasonable opinions shows that the company attaches great importance to employees' words. "This makes us willing to express our opinions and dare to express more opinions, so that we feel that we are part of the company and have a sense of belonging."

First-line employees and managers of Bada Electromechanical Company all go to the canteen to have the same meal. Ordinary employees eat first: 1 1: 45 every day. First-line employees go to the canteen to eat, and company leaders and managers don't eat until 12. Employee Liu said that from the order of eating, we can also see that the company attaches importance to front-line employees.

Liu Yueyun, an employee from Anqing, Anhui Province, has worked in Zhejiang Great Wall Commutator Co., Ltd. for four years. Every time he goes home for the New Year, he doesn't have to run around to buy tickets, because the company will help employees buy train tickets and bus tickets.

Lin Fengxian, assistant general manager of the company, told the reporter that in order to let foreign employees work with peace of mind before the Spring Festival, the company tried every means to buy train tickets and bus tickets for them. If the price of bus tickets or train tickets increases before the Spring Festival, the company will pay the excess. In view of the fact that most of the foreign employees come from Anhui and other places, the company also considers chartering to send employees home.

Liu Yueyun said: "Originally, we were worried that we could not go home for the New Year this year. I didn't expect the company to be anxious. Now we have nothing to worry about. We can work in the enterprise with peace of mind until the end of the year. "

Comments: One of the secrets of stabilizing the workforce is to keep people with affection. The more an enterprise pays attention to the needs of employees and touches their hearts with emotions, the more it can make employees feel a sense of belonging and centripetal force. The investment of enterprise emotion has created a relaxed and harmonious working environment, which has an immeasurable impact on the enthusiasm and performance of employees.

Countermeasure 2: Keep people with money.

Keywords: salary increase and year-end bonus

At the end of the year, the manufacturing and service industries are in the most shortage of labor. In order to replenish manpower in time, raising wages has become the most common trick for these units.

A person in charge of a company in Tangxia said that for such a labor-intensive enterprise, employee turnover is normal, and a certain proportion of employees leave or come in every year. These are all normal phenomena. But compared with usual, employee turnover at the end of the year will bring more trouble to enterprises. In order to prevent old employees from "never coming back" for the New Year, the company raises wages in the hope of attracting employees to stay in the company.

"At the end of the year, the company increased 15% on the basis of the original salary. By raising wages, 85% of employees stayed. " The person in charge said.

Xinye Hotel in the urban area encourages employees who stayed during the Spring Festival to go to work by raising their salaries and year-end bonuses, increasing 10% and 20% respectively.

Great Wall Commutator Company has a holiday on the 27th of the lunar calendar. As long as you work until the holiday time, the company will give a year-end bonus ranging from 200 to 2000 yuan.

Lin Fengxian said that since the second half of 2009, the domestic and international economy has picked up and the company's orders have gradually increased, so some employees should be retained to work overtime during the Spring Festival this year. For these employees, the company stipulates that in addition to paying wages as usual and enjoying overtime pay, it also gives each employee a daily subsidy of 120 yuan.

Comments: Practice has proved that raising wages before the year is an effective and immediate method. Many small and medium-sized enterprises directly use the method of salary increase to retain people. Unlike large enterprises, salary increases don't need to be examined at different levels, and some can even be raised on the same day. However, the salary increase can only be a temporary "emergency" measure. Usually, in order to keep the hearts of employees, enterprises need to think more about the ideas of employees in all aspects.

Countermeasure 3: Go to work at the wrong time

Keywords: make-up leave after the holiday to welcome home plot

Near the end of the year, many industries have seen the peak of employment, the most obvious of which is the catering industry.

According to industry sources, the catering industry is actually short of people all the year round, and it is even worse by the end of the year. Because most waiters in many small and medium-sized restaurants and restaurants in our city are migrant workers. At the end of the year, the peak of business and the peak of returning home overlap, and the operator feels: "The busier the business, the fewer people can be recruited."

Mr. Wang is the owner of a medium-sized restaurant in downtown. Every year, it is also his biggest headache. In view of the shortage of workers in the hotel catering industry at the beginning of the year. Mr. Wang adjusted the holiday time of employees this year, stipulating that they can't take time off during the New Year and can't take time off until the fifteenth day of the first month. Although we can't catch up with the Chinese New Year, at least we can have time to reunite with our families, and employees can be slightly satisfied when they return home. He told reporters that this move has a certain effect, and 80% of employees stay in the restaurant to work.

This year, the Garden Hotel also adopted this method. Foreign employees have to go to work before the fifteenth day of the first month, and they can ask for leave to go home after the fifteenth day of the first month. The person in charge of the hotel said, "Throughout the year, the performance of the hotel depends on the last few months. If employees go back for vacation and delay business, the loss will be great, but after the fifteenth day of the first month, the hotel will enter a small off-season. It is also a kind of compensation to let the waiter go home at this time. "

Xinye Hotel has 150 employees, of whom 100 people are from other places. Li, deputy general manager of the hotel, said that after the fifteenth day of the first month of next year, employees can take turns to go home for the New Year.

Comments: For catering units and labor-intensive enterprises, we have to worry about the "labor shortage" every Spring Festival. Avoiding the company's "production" peak season, making employees work hard when the company is busy, giving employees an enlarged holiday when the company can "catch a breath" and making use of the wrong time to make a "time difference" are good ways to solve the employment difficulties during the peak business hours.

Countermeasure 4: Cultivate people with people.

Keywords: fellow villagers reward meritorious personnel with fellow villagers

Xintian Group has more than 400 employees, half of whom are migrant workers. The person in charge of the group office said that in order to cope with the possible labor shortage, on the one hand, the company stabilized the existing personnel, on the other hand, it adopted the way of fellow villagers leading fellow villagers. If an old employee brings back a new person from his hometown and passes the probation period, he will be rewarded with 100 yuan.

"At present, the company is growing and needs a lot of labor. Promote the company's working environment and income through the way of fellow villagers, attract fellow villagers and relatives to work in the company, and alleviate the pressure of labor shortage in enterprises. " The person in charge introduced.

Zhejiang Great Wall Commutator Co., Ltd. has also taken similar measures to alleviate the labor shortage. Lin Fengxian, assistant general manager of the company, said that in the second half of 2009, the domestic and international economy picked up, the company's orders increased greatly, and the shortage of manpower gradually appeared. Therefore, the company stipulates that if an old employee brings a fellow villager to the company, the company will reward 200 yuan RMB after the probation period expires, and if he brings a technical backbone, the reward amount will be higher.

Comments: Material reward is the most direct incentive method. Introducing fellow villagers to work can not only help them find jobs, but also get rewards from the company, and the enthusiasm of the company employees will naturally be high. Moreover, this recruitment method has low cost and high stability. Following acquaintances, people who go out to work for the first time will feel practical and secure. Letting employees recruit people is often more attractive than the enterprise itself.

Reporter's notes

"Sense of belonging" is the way to solve "shortage"

At the end of the year, the labor shortage is increasing year by year, and it is "barren" year by year. To solve this problem, we must first analyze the causes of this phenomenon. Insiders pointed out that it is an important reason that income fails to meet employees' expectations. Some enterprises still do not sign labor contracts, and employees' welfare benefits such as pension, medical care and work-related injuries cannot be implemented.

In addition, the younger generation of job seekers have changed the traditional concept of work. They are no longer satisfied with their work, but begin to learn to manage themselves. It is not difficult to find that most of the jobs with labor shortage are those with low social status, high labor intensity and limited development prospects.

To avoid the shortage of labor in Spring Festival travel rush, we should do two things: treat people well and leave people with feelings. The treatment of retaining people should first ensure the salary of employees, on this basis, it should also reflect the self-worth of employees, provide employees with ways to promote, and let employees see hope; Emotional retention is to shape corporate culture, let employees take the unit as their home, work happily and have mutual affinity.

Only by treating employees as "family members", protecting their related rights and interests, and making employees feel "eager to look forward to" and have a sense of belonging, instead of treating employees as "outsiders" who can come and go, can employees feel at ease and migrant workers who have left their homes feel the warmth of home. This power, which embodies sincere feelings, is the most powerful and reliable.

In order to retain talents, it is necessary for a unit to retain people for career, emotion and treatment. The main job is to see the treatment, but no matter how good the treatment is, the leaders are incompetent, and the talents are frustrated and unpopular!

What's the most important thing: treatment, feelings, career and environment? Why? Simply put, these aspects are a development process.

First of all, the environment and feelings, and then we can learn a lot.

This is what you want most, and it will turn into treatment.

With this process, you will find yourself stronger and no longer care about these things.

You will find a place that suits you better, start your own business and fight for your goals.

Who is the most important of "feelings, career and treatment"? Why do emotional people who lack a sense of belonging have feelings, while ambitious people talk about career and development?

But if the treatment given makes them feel that they are far below others in the same industry, then forget the previous sentence.

I think it's king to have all three. According to Maslow's hierarchy of needs theory, physical and safety issues are the most basic needs, and social and respect needs and higher-level self-realization needs are all based on basic needs.

Whether an enterprise wants to keep people depends on the treatment or the feelings. At least treatment is the most important thing.

Others must be emotionally reserved.

System maintenance

Under the economic crisis, it is better for Beijing Henghui Wealth Investment Management Co., Ltd. to keep people by treatment or by career.

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The cause does not need to be earth-shattering and successful; Money is not necessarily inexhaustible, as long as it is enough; Friends don't have to be inseparable, just think about it; Children don't need more.