Enterprises in the transition stage, how to do a good job in all aspects of human resources planning?

First of all, in terms of attracting talents, we have been tapping talents through various channels according to the industry and product characteristics. Specific ways are as follows: 1, regularly through industry exhibitions and high-end technology seminars to find talent and seek opportunities for cooperation.

2, and universities and colleges to carry out targeted talent training programs to meet the company's talent needs at the grassroots level.

3, through the major news media, newspapers and television and other traditional media combined with network marketing and WeChat microblogging and other emerging network media combined to improve the company's visibility to attract talent

4, through the MileagePlus and Wisdom Link Recruitment and other traditional recruitment sites combined with the La Hook network and other industry vertical sites to publish recruitment ads, and at the same time, using the emerging social recruiting sites such as Pulse, Boss Direct and so on. At any time and place to attract talent to the company and the company's recruitment position attention and consultation.

Secondly, in the retention of talent, the company broke the previous unchanged salary system, increase the performance of the pay system and improve the welfare system, mainly from the following aspects:

1, salary and performance, especially for the first line of sales positions directly linked to the sales performance of the base salary and sales performance to take the floating base salary system at the same time to increase the commission, so as to reward the outstanding business personnel can get more The performance of the commission to stimulate motivation. The year-end bonus system is perfect, for employees who have worked for a year according to the company's overall performance and personal performance to give the year-end bonus.

2, the implementation of the employee stock ownership program, for particularly outstanding performance and have a strong sense of loyalty to the staff to give additional share incentives. This stimulates the sense of ownership and strengthens the sense of belonging.

3, employee career development channel design, for each position in the entry to provide career development path map and give targeted training counseling advice.

4, the annual salary adjustment system to implement and seniority pay system, annual salary adjustment is directly linked to employee performance, seniority pay is only linked to the number of years of service of the employee and not capped, while annual leave is also based on the age of the incremental increase in not capped.

5, to carry out the construction of the company's corporate culture system, to strengthen team building, regular and irregular organization of the company's various cultural and sports activities so as to strengthen the department and the interaction between departments, to enhance the cohesion of the company's employees.

Finally, in the development of talent and make its value, the company in view of the industry and the actual situation of the company, from the aspects to be adjusted:

1, to strengthen the department of job rotation, the staff work enrichment so as to avoid a single boring work content, thus stimulating the staff's interest in work and at the same time, tap the potential of its inherent so that it can find their most suitable position.

2, strengthen the department post training, regular internal training and occasional external technical exchanges conference, and more communication with technical personnel in the industry. In-depth communication with universities and colleges and technical tutors, to carry out school-enterprise cooperation, so as to enhance the quality of products and ensure that the technological foresight and continuous improvement of production technology.

3, strengthen the internal talent echelon training, for key positions in the core talent training program, and theory combined with practice. For key personnel to provide external training and further training opportunities while returning to work to give the opportunity to practice, so that they continue to play to their strengths to create their own value. Thus get self-satisfaction and value enhancement.

4, strengthen the value of culture-oriented publicity and guidance, and advocate the creation of value for the company's employees at the same time to get the opportunity for self-growth, so as to achieve a win-win situation for enterprises and employees. For example, for positions that can be directly quantitative indicators, the development of quantitative indicators, in excess of the amount of the task part of the commission reward. For the marketing department and the head of the technical department to give a fixed base salary outside the completion of the annual performance indicators to give the year-end bonus, and its year-end bonus is much higher than the fixed base salary. For executives in addition to the fixed base salary plus year-end dividends and according to the contribution of the year-end bonus allocation. For the non-directly quantifiable departments such as functional departments to implement the base salary plus the company's annual performance to meet the standards of the profit according to the contribution of the department to give the proportion of the distribution.

5, the development of staff values while promoting cost consciousness, any position to do things from the cost, pay attention to the input-output ratio, and in the process of continuously improving the process to reduce unnecessary waste.

6, advocate a highly efficient culture, reduce redundant links in the daily workflow and focus on improving the workflow in practice, try to reduce the talk but not do, there are plans to implement the program without the landing of the meeting less or as far as possible not to open.

The company to attract talent, retain talent and talent development and talent value creation is inseparable from the whole, which runs through all aspects of the Division of the company's business operations and all aspects of the company's business operations, and also with the six modules of human resources is closely integrated, indispensable. Only in the company's strategy is clear, clear human resources planning, while the enterprise recruitment, training, pay performance implementation in place, the healthy development of corporate culture, in order to truly attract talent, retain talent to ultimately achieve talent development and talent value creation.