一个公司健康的经营态度和完善的管理制度比高额的薪资更吸引人,为什么? 许多跨国公司正在把人力资源管理纳入到企业的经营总战略之中,为什么? 一个企业领导人只要求员工职业化却不知道自己也应该职业化,这是短命的作法,为什么? 我们应该明白,抛开冲突不论,经理人和资本的目标其实是一致的,为什么? 企业要尽量选择管理倾向与组织相匹配的管理者,这又是为什么? 这样多的为什么归结到问题的本原,就是现在的企业如何用好人才留住人才?也许,这个问题并不新鲜。但对很多经营管理者来说,自己面对的困扰司空见惯却常常被遗忘,反而落入了一些人情世故的陷阱,让不少似是而非的解决方案导向误区。 本刊编发的这组“23个留住人才的方法”,当然不可能穷尽留住人才的有效途径。我们只是希望为从事经营管理的职业人士提供一些铺路的砖,在上面走过的时候(与实际结合或创新)找到自己的方向。 A company's healthy business attitude and sound management system more attractive than the high salary, why? Many multinational companies are human resources management is integrated into the overall business strategy, why? A business leader only requires staff occupation But do not know that they should be professional, which is a short-lived approach, why? We should understand that, regardless of conflict, the manager and the goal of the capital is actually the same, why? Companies try to choose to manage the organization and tend to match Managers, and this is why? This is why so many attributed to the root of the problem, that is, how to retain talent with the current business? Perhaps, this problem is not new. However, for many managers, the troubles they face are commonplace and often forgotten. Instead, they fall into the trap of making mistakes in human relationships and lead many paradoxical solutions to misunderstandings. Of course, we can not exhaust the effective way of retaining qualified personnel in this group of 23 methods for retaining qualified personnel. We just want to provide some paving bricks to those who work in management, and find their way (in conjunction with or innovating) as they go through.