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几乎所有的公司都尝过骨干人员出走的苦头,他们要么另立门户,要么成了竞争对手的干将。当然,人才不可能绝对不流失,但是,怎么样把自己公司的人才资源流失减到最小程度,使人才总量入大于出,这对于每一个总经理来说,都是极其严峻的问题。谈及管理,绝大多数老板首先想到的是,制定严格而慎密的规章制度,诸如迟到罚款,吃回扣走人,业务多奖励等等。不行的话再搞一次军训。这样做确实能起到管理的作用。外资企业初入大陆时,用的也是这种管理模式。但问题是,这样的管理并不能阻止人才
Almost all companies have tasted the hardships of key personnel to leave, they either separate portal, or become a competitor. Of course, the talent can not be absolutely lost, but how to minimize the loss of their own company's human resources, so that more than the total talent out, which for every general manager, are extremely serious problems. Speaking of management, the first thing that most bosses think of is that they make strict and prudent rules and regulations, such as late fines, rebates, and business rewards. If not, engage in a military training again. This can really play a management role. Foreign-funded enterprises entering the mainland, the use of this management model. But the problem is that such management does not stop the talent