Third, the sadness and joy behind the flow of people and right and wrong 1. The free flow of people is an important manifestation of social progress and economic marketization. In China, the free flow of people is a matter of more than a dozen years. Before this, personnel can also be mobilized, but it is very difficult. Graduate assignments are the same as those of a maternal family, who must all end from one side. To think about the unit is not only a work issue, but also accounts, housing, archives, grain and oil relations, organizational relations and other issues. It is important to pass the approvals of superiors and superiors at higher levels, the indicators of the appointing units, and the total amount of wages. After successful mobilization, people are exhausted. Some mobilizations may even take a few years and many people are daunted. It's like having a marriage, so it's very difficult to think about it.
With the diversification of China’s economic reforms, social openness and economic nature, the employment system has been greatly relaxed, and the flow of people has become much easier. Especially those young people who come from the village of Jincheng are free and chic. They are working in this factory today, and they will be employed again in that factory tomorrow. Because they do not have any hukou, housing and other concerns.
However, China has not realized the complete socialization of logistics after all. There are problems such as accounts, housing, and insurance that need to be considered. However, there are few administrative restrictions on the movement of people. This is the result of social progress and is also the result of the development of the market economy. The results.
In Hong Kong, there are no hukou issues, there is no unit housing problem, there are two-way options on the labor contract. The general staff did not do it, or the unit did not use you, a week before the notification on it. Inappropriate treatment, feeling uncomfortable, want to go away. This led to the marketization of human resources. For example, the wages of the same type of work in each company are not much different.
The free flow of people brings great convenience to managers. The company lacks personnel, through the newspaper, online access to the talent market, direct recruitment of party school can be. For those who fail to comply with the rules and regulations of the factory, they may be dismissed to ensure the purity of the company's personnel; the water does not rot, but also to ensure the competitiveness of the staff and self-motivated. The flow of people plays a positive role in the development of the company.
2. Disorderly flow and excessive flow are not conducive to the development of the enterprise. 1) In recent years, excessive flow of personnel has impacted some enterprises. For example, employees graduated from colleges and universities in state-owned enterprises suddenly leave the unit and the relationship is removed. The market has flooded into foreign-funded enterprises and other non-state-owned enterprises; the backbones of large- and medium-sized enterprises have left the company in a short period of time and are trying to find a higher position. Due to the relative abundance of human resources for printing, they can be recruited immediately. Therefore, most companies do not delve into the reasons. But is there a proper proportion of rolling in the end? Many books are discussed, and most people believe that the number of employee turnover per year is controlled at about 5%, which should be normal. However, this is not exact. It depends on what position is flowing. As a hand-made temporary worker, it may take tens or hundreds at a time, but production does not affect the overall situation of production and is sometimes considered normal.
2) Disorderly flow will bring temporary difficulties to the company (1) Make temporary vacancies in important positions; (2) Lose some of the orders with people; (3) Decrease product quality; (4) Deterrence of the military and firm cohesion Reduce; (5) It is difficult to maintain the corporate cultural spirit and the corporate image is damaged. Larger companies can generally overcome the difficulties of personnel loss. There are also some people who have lost their talents. Therefore, we must not regard the loss of any personnel as normal and take it lightly.
3. The reasons for the flow of investigators are crucial to leave the unit, and there is nothing left, but this is a minority. Most people's resignations are based on the development of alternatives. This is true. Most people are really seeking for better development. In turn, we must ask why the original unit cannot be developed very well. This spring, there are always reasons why employees do not want to export, causing employees to leave the company.
1) Most of the workers are dissatisfied with the current treatment, and the high-paying units move in translation;
2) Some of the workers cannot tolerate the attitudes of the directly superiors who are rude, unreasonable, and dare not speak up, and seek to survive;
3) Some of the managers have improved capabilities and the current terms of reference are not sufficient...
4) Make people feel that people's value is not recognized and their performance is not recognized;
5) Employees to the company boss or leader are unfair to people, equal pay for work, unbalanced mind;
6) Some of the managers are very assertive, but the superiors are not democratic, so they have disagreements and cannot solve them.
There are many other personal reasons that are beyond our scope of discussion. To sum up is two reasons: First, the responsibility of the unit; First, the employee's own responsibility.
1) There is a problem with the unit personnel management, which leads to unstable staff;
2) Staff's own problems. The social ethos of quick success and instant benefit has caused some employees to lose their professional ethics and lack of responsibility for society, organizations, and others. The pursuit of the material aspect is above all else. They had rebellious temperament, and they were very fragile. They resigned with a bit of discord, and the work with one or two hundred yuan was immediately left. This was a real job. Whoever gave more money would immediately go with him.
If it is the cause of the unit, the manager should immediately pay attention to it, because excessive staff flow is one of the signs of the decline of the company. In addition, the signs of corporate recession are also very frantic and the management staff are not efficient, the quality of a large area of ​​the problem, the number of products is often not enough, delivery time is often delayed, orders fell sharply, the money is often not received, the money owed More and more. If the reasons are based on employees, we should strengthen the construction of corporate culture and rely on the spirit of corporate culture to cultivate and transform people. Beijing Hualian began planning the establishment of a corporate culture of sleepiness at the beginning, and formulated a corporate culture.
In addition, the individual industry culture should first be unique, to adapt to their own business nature, scale, talent, development direction, etc. Secondly, a unique corporate culture can certainly affect employees. The slogan is full of staff, corporate ideology, and upward slogan. It is the common spirit of all employees of the company.
The corporate culture spirit I have identified for Beijing Hualian Enterprise consists of 16 characters: unity, collaboration, integrity, hard work, and excellence.
With the diversification of China’s economic reforms, social openness and economic nature, the employment system has been greatly relaxed, and the flow of people has become much easier. Especially those young people who come from the village of Jincheng are free and chic. They are working in this factory today, and they will be employed again in that factory tomorrow. Because they do not have any hukou, housing and other concerns.
However, China has not realized the complete socialization of logistics after all. There are problems such as accounts, housing, and insurance that need to be considered. However, there are few administrative restrictions on the movement of people. This is the result of social progress and is also the result of the development of the market economy. The results.
In Hong Kong, there are no hukou issues, there is no unit housing problem, there are two-way options on the labor contract. The general staff did not do it, or the unit did not use you, a week before the notification on it. Inappropriate treatment, feeling uncomfortable, want to go away. This led to the marketization of human resources. For example, the wages of the same type of work in each company are not much different.
The free flow of people brings great convenience to managers. The company lacks personnel, through the newspaper, online access to the talent market, direct recruitment of party school can be. For those who fail to comply with the rules and regulations of the factory, they may be dismissed to ensure the purity of the company's personnel; the water does not rot, but also to ensure the competitiveness of the staff and self-motivated. The flow of people plays a positive role in the development of the company.
2. Disorderly flow and excessive flow are not conducive to the development of the enterprise. 1) In recent years, excessive flow of personnel has impacted some enterprises. For example, employees graduated from colleges and universities in state-owned enterprises suddenly leave the unit and the relationship is removed. The market has flooded into foreign-funded enterprises and other non-state-owned enterprises; the backbones of large- and medium-sized enterprises have left the company in a short period of time and are trying to find a higher position. Due to the relative abundance of human resources for printing, they can be recruited immediately. Therefore, most companies do not delve into the reasons. But is there a proper proportion of rolling in the end? Many books are discussed, and most people believe that the number of employee turnover per year is controlled at about 5%, which should be normal. However, this is not exact. It depends on what position is flowing. As a hand-made temporary worker, it may take tens or hundreds at a time, but production does not affect the overall situation of production and is sometimes considered normal.
2) Disorderly flow will bring temporary difficulties to the company (1) Make temporary vacancies in important positions; (2) Lose some of the orders with people; (3) Decrease product quality; (4) Deterrence of the military and firm cohesion Reduce; (5) It is difficult to maintain the corporate cultural spirit and the corporate image is damaged. Larger companies can generally overcome the difficulties of personnel loss. There are also some people who have lost their talents. Therefore, we must not regard the loss of any personnel as normal and take it lightly.
3. The reasons for the flow of investigators are crucial to leave the unit, and there is nothing left, but this is a minority. Most people's resignations are based on the development of alternatives. This is true. Most people are really seeking for better development. In turn, we must ask why the original unit cannot be developed very well. This spring, there are always reasons why employees do not want to export, causing employees to leave the company.
1) Most of the workers are dissatisfied with the current treatment, and the high-paying units move in translation;
2) Some of the workers cannot tolerate the attitudes of the directly superiors who are rude, unreasonable, and dare not speak up, and seek to survive;
3) Some of the managers have improved capabilities and the current terms of reference are not sufficient...
4) Make people feel that people's value is not recognized and their performance is not recognized;
5) Employees to the company boss or leader are unfair to people, equal pay for work, unbalanced mind;
6) Some of the managers are very assertive, but the superiors are not democratic, so they have disagreements and cannot solve them.
There are many other personal reasons that are beyond our scope of discussion. To sum up is two reasons: First, the responsibility of the unit; First, the employee's own responsibility.
1) There is a problem with the unit personnel management, which leads to unstable staff;
2) Staff's own problems. The social ethos of quick success and instant benefit has caused some employees to lose their professional ethics and lack of responsibility for society, organizations, and others. The pursuit of the material aspect is above all else. They had rebellious temperament, and they were very fragile. They resigned with a bit of discord, and the work with one or two hundred yuan was immediately left. This was a real job. Whoever gave more money would immediately go with him.
If it is the cause of the unit, the manager should immediately pay attention to it, because excessive staff flow is one of the signs of the decline of the company. In addition, the signs of corporate recession are also very frantic and the management staff are not efficient, the quality of a large area of ​​the problem, the number of products is often not enough, delivery time is often delayed, orders fell sharply, the money is often not received, the money owed More and more. If the reasons are based on employees, we should strengthen the construction of corporate culture and rely on the spirit of corporate culture to cultivate and transform people. Beijing Hualian began planning the establishment of a corporate culture of sleepiness at the beginning, and formulated a corporate culture.
In addition, the individual industry culture should first be unique, to adapt to their own business nature, scale, talent, development direction, etc. Secondly, a unique corporate culture can certainly affect employees. The slogan is full of staff, corporate ideology, and upward slogan. It is the common spirit of all employees of the company.
The corporate culture spirit I have identified for Beijing Hualian Enterprise consists of 16 characters: unity, collaboration, integrity, hard work, and excellence.
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