HR Stay Human: Watch The Dishes

The recent announcement of Google's withdrawal from the Chinese market has been a sensation, but what we remember more is the fact that Li Kaifu left Google. This makes us feel sad: as a big company like Google, the work of the human resources department should be said to have done very well. It still can not avoid the runaway of core talents like Li Kaifu.

So, as a company's HR, how can we avoid such a situation as much as possible?

In view of this situation, the theme of "the encouragement and reservation of core talents" was jointly held by the elite network of education and talent network and the talent network of talented talents. He invited Mr. Zhang, a senior consultant and partner of Taihe consulting company, and Mr. HR to discuss how to retain core talents through incentive measures.

Recognizing the characteristics of core talents

"We must first recognize the characteristics of core talents in order to bring the role of incentives into full play," HR said.

Zhang Xun said.

Core talents generally have the following characteristics: one is high performance: This is the core talents must have characteristics.

Because there is no high level of performance, it is difficult to occupy a place in the development of enterprises.

The two is the sense of superiority: core talents often have the unique ability to distinguish themselves from other employees. This capability is not replicable, impractical and can bring excess value to enterprises.

Therefore, core talents prefer to be respected and more respected than ordinary employees.

Besides, core talents also have high psychological expectations and high professional loyalty.

Retaining core talents in challenging jobs

Some enterprises think that "less work and higher salary" can retain core talents, but in fact, it is not.

Zhang Xun, for example, wrote a letter to Google before leaving the office. The main content is that he has done all the jobs he can do and will do the best for all his work, so Li Kaifu wants to leave the company to do what he wants to do.

Google's salary and benefits are very good, but the core talents do not feel that they can achieve their higher value space and leave their jobs. Therefore, salary is not the only way to retain core talents.

According to a survey conducted by a research institution on senior intellectuals, the first factor that causes such talents to quit is the future and development hindered, followed by money.

Challenging work can stimulate the core talents' potential and make core talents more loyal to enterprises.

"Let core talents do things that they can't reach and can't even get up enough," said Zhang Xun.

Get through the pition

Many enterprises retain core talents by establishing career management mechanism and helping core talents to make career planning. For example, for design talents, enterprises will set up posts such as junior designers, intermediate designers, senior designers, etc., so that core talents can see the space for development and are willing to serve the enterprises for a long time.

"This method is very effective, but it will also face some problems: when some employees do intermediate designers, what do they want to do with management development?

Some core personnel of management have been doing something for a while and find themselves unable to adapt. What do they want to do again?

Zhang Xun said, "it is necessary to get through the pition channels at this time."

In view of their own needs, enterprises may want more employees to go along in a certain field, but enterprises should also consider the career planning of core talents, open up channels for pformation, and provide more room for core talents.

That is, let the core talent have room for development, and increase the challenge of work, kill two birds with one stone.

Zhang Xun said that data show that this spring about 80% of the cadres above the middle level have the desire to leave the existing enterprises, so the incentive and retention of the core talents is imminent. Hope that every HR can get some help from today's salon, so as to retain more core talents for the enterprises.