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People who use the two phenomena

Case I: I heard that Walt Wang Gong recently feeling trouble, because the owners no longer feel appreciated him, his reputation and intimacy all fell upon the new work to the WU, so enthusiasm sudden drop, and is well prepared to resign, it appears that Walt was the brain drain is inevitable.

Case II: Song to the domain ever since the company Liugong no better feeling, but the results of the recent work gradually be given any recognition, relationships within the company has become increasingly better, and perceived by Tim unlimited happiness, as if life is full of sunshine.

the above two phenomena exist more or less in enterprises, especially SMEs in the management of non-standard in the more prominent, management practices are a relatively small number of large enterprises, The first is that some people dubbed the phenomenon extremely unfavorable, will result in wastage or the brain drain problem.

In fact, these two phenomena are produced has its roots.

For the first phenomenon, mainly in the following several reasons:
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s First, the pressure on enterprise development, the boss is desperate to find an expert to save the company or to achieve new breakthroughs, so come in on the new illusion.

Second, human resources management is not sufficiently standardized. Reflected in the new employees into the company when there is no clear them or no say in the specific job responsibilities, specific job content, performance assessment indicators, reporting relationships, management relations, to work without clear guidelines; Another possible Talents program is not perfect, qualification evaluation in place, enterprises lack the ability to advance human understanding. people to make effective management Bo was in sharp lines in the two phenomena.

Third, the business owners of the systems management concept is not enough. Enterprises are often more important jobs that require relatively strong ability of people, but also should be noted that enterprise is a system that only benefits the system can generate operating normally, or sooner or later there will be a short business development board. So the development of the various departments or positions should be considered the system, saying small but also have a sound internal organs is the truth. I once met a business, compared ambitious future development goals, scale of operation in the local counterparts should also be regarded as the top three, but the boss is not willing to set up human resources in the enterprise, personal charge of recruitment and other human resources management functions or hosted by the Office or a blank.

for the second phenomenon is mainly for two reasons: First, the lack of good corporate culture, some companies the lack of team spirit and humanistic care, the staff or the existence of internal conflicts between the company politics, new employees only driven by performance improvement to enhance its position in the company and the improvement of interpersonal relationships. Second, the company management is not in place, employees should be provided on what the new work environment and job description does not become the norm.

the existence of these two phenomena on the development of enterprises will be adversely affected, mainly in the following two aspects:

First,[link widoczny dla zalogowanych], the honeymoon period, so that employees are often not accurate positioning themselves,[link widoczny dla zalogowanych], there tendency to overestimate their own mind. After the honeymoon period is often hit bottom, active employees, the ability to play a sustained negative; same phenomenon will also affect the honeymoon period of the work of others mentality. Enhance the overall performance of enterprises, the shape of good corporate culture are quite negative.

Second, the Is not conducive to business to retain talent and talent pool for the two phenomena

from the following aspects should be addressed:

First, enterprises should implement standardized management, especially human resource management standardized, do not think small businesses do not attach importance to the standardization of human resource management issues, we all know, the current competitiveness of enterprises in the final analysis, talent competition, today's talent has not only sought treatment, but also the future development plans,[link widoczny dla zalogowanych], future growth potential , in the enterprise can be learned and long-term incentives and so on, only sound human resources management system (personnel planning, recruitment, use, communication, performance evaluation, incentive pay,[link widoczny dla zalogowanych], etc.), the establishment of qualification evaluation system, job assignment system, competency assessment system, and the personnel working mechanism of transparency in the enterprise; the talent that enterprise development is the norm, there is room for growth in order to better long-term stay in business.

Second, enterprises should cultivate a good and positive corporate culture, if not the foundation of good corporate culture, business and strong core competencies and then sooner or later will become a river without water,[link widoczny dla zalogowanych], so no matter what companies are in stage of development should develop cooperative, open, performance-oriented and positive corporate culture.

Third, improve the management concept of business owners, business owners should strengthen self-cultivation, it is necessary to learn modern management concepts, but also foster people-oriented management thinking, from the concept of the development of highly effective promotion of the company rose to to new heights.

Fourth, the new employees joining the company to put themselves in a state of mind, put themselves in position. Studies have shown that there was

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