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由于全球劳动力人口的变化,在欧美国家二次世界大战后出生的婴儿潮一代和中国生于50‐60年代的一批企业核心员工在5-10年都将面临着退休,而对于他们目前在众多公司内担当的重要管理岗位,却没有足够胜任的员工来接替,另外一方面,与接班人后继乏人和员工提出更多对企业的要求相比,更加严重的是员工频繁的跳槽,比如在国内上海北京广州等一线大城市,跳槽更成了家常便饭,跳槽给企业带来的财务成本的增加更是触目惊心,这种变化对于传统的雇佣关系也提出了新的挑战,员工似乎拥有了更多挑选工作的权利,并对雇主提出了更多的要求,因此怎样培养,寻找和留住人才就变得非常重要。
Due to the changes in the global labor force, the baby boomers born in Europe and the United States after World War II and the batch of core Chinese employees born in the 1950s and 1960s will face retirement in 5-10 years. However, Many companies play an important management position, but not enough competent staff to succeed, on the other hand, successors successors and employees to ask more business requirements, the more serious is the frequent job-hopping, such as In major cities such as Shanghai, Beijing and Guangzhou, Guangzhou, the job-hopping has become even more commonplace. The increase in the financial costs associated with job-hopping is even more shocking. This change poses new challenges to the traditional employment relationship and employees seem to have more More job selection rights and more demands on employers, so how to develop, find and retain talent becomes very important.