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留住好员工 Career development and emplyee engagement solutions
- 1. 留住 好员工 提高 员工忠诚度 / 敬业度，促进员工职业发展的解决方案 in partnership with
- 5. 外资公司也不能在人才抢夺战中幸免！ 越来越多找工作的人希望在中资企业工作，这让外资公司必须更有创意的来为他们的员工 寻找职业发展空间 来留住他们。 － Sabrina Zolkifi, Singapore Human Resources Magazine, 4 April 2011
- 9. 好员工为什么留任？ 四大原因 上司或老板优秀 个人贡献能够得到认可 领导力卓越的企业 取得成就的机会多 －贝务莉 . 凯 国际职业发展系统公司
- 11. AIG Consumer Finance Group Alcon Labs AMERICAN CENTURY INVESTMENTS AMERICAN EXPRESS Americast Technologies Amgen ARCHER DANIELS MIDLAND ARGUS HEALTH Armstrong World Industries ARROW ELECTRONICS ARROWHEAD CREDIT UNION ArvinMeritor Inc AUTOMOBILE ASSOCIATION OF AMERICA AVON Banana Republic BANK OF AMERICA BANK ONE Barnes & Noble BAXTER REGIONAL MEDICAL CENTER BAYER HEALTHCARE DIAGNOSTICS BBN Technologies Biosciences BECTON DICKINSON BLACKMAN KALLICK BOEING COMPANY Broin Management BROWN BROTHERS HARRIMAN BURGER KING CORP Caribou Coffee Co CATERPILLAR INC CEGOS UK CENDANT MOBILITY CENTOCOR CORP CENTURA HEALTH CERNER CORP Cessna Aircraft CHARLES SCHWAB CO. CHERRY HOSPITAL Chevron Texaco Chicago Board of Trade CHILDREN'S HEALTHCARE OF ATLANTA Cigna Health Care CIRCUIT CITY CITIBANK Citi City Of New York CITY OF SAN DIEGO Coach COGNOS INC COLORADO DEPT OF HUMAN SERVICES COLORADO SPRINGS UTILITIES COMMERCE BANK COMMERCE UNIVERSITY COMMUNITY HEALTH PARTNERS COMPAQ CORP Compass Group CON EDISON CONNECTICUT DEPT OF TRANSPORTATION CONSUMERS ENERGY Consumers Union COX COMMUNICATIONS CSU MONTEREY BAY DaimlerChrysler Corp DELAWARE HOSPITAL Department of Defense DEPT OF CHILDREN & FAMILIES Devon Energy DOCTORS HOSPITAL DST SYSTEMS Duke Realty Corporation DUPONT COMPANY ebay Eisai Inc EMORY HEALTHCARE Envision Credit Union EQUIFAX, INC EXELON CORP EXPEDIA FDA Federal Reserve Bank Of Boston FEDERAL RESERVE BANK OF CLEVELAND Federal Reserve Bank of New York Fedex Kinko's FIFTH THIRD BANK WEST MICHIGAN Firemans Fund FLEET BOSTON FRANKLIN TEMPLETON INVESTMENTS FREDDIE MAC FRITO LAY GAF Gaylord Palms Resort GE CAPITAL GENERAL ELECTRIC H E B COMPANY HAMILTON SUNDSTRAND HEALTH FIRST HEWLETT PACKARD HILTON HOTELS, NASSAU BAY HOME STREET BANK Honda Of America Ingersoll Rand JC Penney JP MORGAN CHASE KELLOGG CO INC King Pharamceuticals KRAFT FOODS INTERNATIONAL LINVATEC LOCKHEED MARTIN CORP LOEWS CORP MARRIOTT INTERNATIONAL INC MASTERCARD INTERNATIONAL MCDONALDS McFARLAND CLINIC PC MCI Memorial Hospital MERCEDES BENZ USA MERCK & COMPANY INC MERCY HEALTH PARTNERS MERRILL LYNCH MFS INVESTMENT MGMT MICROSOFT CORP MID ATLANTIC MEDICAL SVC MORGAN STANLEY DEAN WITTER Morrison Management Specialists MOTTS NORTH AMERICA MTV NETWORKS NASCO NEUMANN HOMES NEW YORK LIFE INS CO New York Public Library Nintendo of America NORTHWESTERN MUTUAL NOVARTIS PHARMACEUTICALS CORP Office of Personnel Management ORANGE PARK MEDICAL CTR ORTHO BIOTECH PRODUCTS LP Paccar PACIFICORP PANHANDLE STATE BANK Peoples Bank PEP BOYS PFIZER INC PHARMACIA PHILIP MORRIS PITNEY BOWES PPG Industries Inc PRAXAIR PROGRESSIVE PROVIDENCE ALASKA MEDICAL CTR PROVIDENCE MEDFORD MEDICAL CTR PROVIDENT BANK PSEG Qualcomm RAPID CITY REG HOSPITAL, INC RECKITT BENCKISER RICH PRODUCTS SALOMON SMITH BARNEY CITIGROUP SASKATCHEWAN WORKERS COMP BOARD SBC SERVICES INC SEARS ROEBUCK & CO SHELL OIL COMPANY SHRM SHEBOYGAN SIEMONS COMPANY SIERRA SYSTEMS Sikorsky Aircraft SIMONTON WINDOWS Smith Bucklin & Associates SODEXHO Sony Pictures SOUTHERN CALIFORNIA EDISON SPIRIT MOUNTAIN GAMING INC SPRINT STARBUCKS COFFEE CO Takeda Pharmaceuticals TARGET TCF NATIONAL BANK TEKTRONIX TELUS The Gap THE HARTFORD THOMSON TIAA-CREF Time Warner Corporation TOLL BROTHERS INC UGI Utilities Inc UNIGROUP UNITED SPACE ALLIANCE UNITED STATES POSTAL SERVICES UNIVERSITY OF ALASKA UNIVERSITY OF CONNECTICUT UNIVERSITY OF DAYTON UNIVERSITY OF MARYLAND MEDICAL CTR WASHINGTON MUTUAL BANK WESTCORP WESTIN DIPLOMAT RESORT & SPA Williams Energy Workers Compensation Board Alberta World Bank Worldcom Wyeth Pharmaceuticals XEROX CORP YAMANUCHI Zurich North America 国际职业发展系统公司的客户 Career Systems International 贝务李 . 凯 AIG AVON BANK OF AMERICA BAYER BOEING Cigna CITI BANK City Of New York Coach DUPONT Federal Reserve Fedex GE HP HILTON Honda JP MORGAN CHASE KELLOGG KRAFT MARRIOTT MASTERCARD MCDONALDS MERCEDES BENZ MERRILL LYNCH MORGAN STANLEY PHILIP MORRIS SHELL Sony STARBUCKS The Gap Time Warner World Bank Wyeth XEROX… 世界前１０００位的公司多是 ＣＳＩ 的客户
- 12. 创造持续成功的解决方案 针对经理级 针对员工 Career Coaching for Managers Career Power Classic 职业发展 计划模块 职业发展： 自我推动发展的理念 Love’em or Lose’em Satisfaction Power 敬业 / 满意 度模块 敬业度 满意度 职业发展 针对性
Editor's Notes
- The Flame Centre www.flamecentre.com
- The title of the article is about “ top level managers job-hopping in spring (after the feb spring festival) The organge title is: Chinese enterprise staff jumping among companies very fast!
- Newspaper title: Spend a million to recruit people, then spend 10million to develop people… addressing the importance of the training, more companies pay the attention to training, and training need to be tailor-made to specific role and staff, etc. Our title: people jumping so quickly now, what does it means to the enterprise?
- Title: Company development is constrained by the talant The loss of managers will directly impact the stabilization of the company strategy and further implemetnation 74% of the company express that their business development is constrained by the numbers of talents and their capability 12.2% company express that their manager’s turnover rate>20% 24.4% company express that their specilized expertise turnover rate>20% 50.8% company express that their normal staff turnover rate >30%
- Even the foreign investment company also be impacted by this talent war! More and more job seeker would like to work in chinese enterprise, which force those foreign investment company to retain their staff by being creative to look for the job development space for their staff
- Bev says: a good staff is 50% more productive than a normal staff. Retain the good staff will not only just increase the productivity but also reduce the unnecessary recruiting expense!
- 这一点被ＤＤＩ在２００７年的调查再次证实。 将与主管关系不善当作离职理由的员工非常少（ 6% ），却有 39% 的 HR 人士列出了这条理由。在中国文化中，公开批评自己的主管会 触犯众怒，这可能就是产生上述差别的原因。 . Bev says: why good staff want to leave? Mainly due to not getting along with their manager, no enough personal development space or career development space. This has been approved by the research in 2007 conducted by DDI in china. Only 6% of staff cliamed they leave because bad relationship with their manager, but 39% of HR profession stated so. That’s because in China, it’s the culture not to complain their boss publicly, otherwise, the hiring manager will feel embarrassed.
- HR 始终过高估计了薪酬和福利等物质因素在留才方面的重要性。尽管员工将薪酬视为其离开最近岗位的主要原因之一，但薪酬满意度并不是挽留员工最有效的手段。调查结果 表明，企业需要提供有竞争力的薪酬，但仅有薪酬优势仍然无法留住优秀人才。 这个结论并不意味着薪酬因素可以被忽视。 中国的劳动力成本正在飚升， 2 所以企业应该经常进行薪酬评估，确保薪酬与市场水平吻合。然而，这次调研和其它研究 3 都表明，与其它工作特点相反，对薪酬不满意与员工对企业忠诚度无关。事实上，是员工对工作中诸多无形因素的不满降低了员工的忠诚度，也削弱了他们对外部诱惑的抵抗力。 如果雇主在天平左侧增加足够的留才砝码，如杰出的领导能力、广阔的发展机会以及和谐的企业文化和同事关系，那么竞争对手即使以再高的物质奖励引诱，也难以打动员工（左边图示）。但是，如果雇主未在天平左侧增加足够的留才砝码，员工就会感到失望，忠诚度也随之降低。其结果就是天平倒向了对手的物质激励策略，并最终导致人才流失（右图所示）。 Bev says: Why good staff want to stay? Four resons: Excellent boss or line manager Your individual contribution could be recognized excellent leadership Lot of opportunity in the company HR put too much score on compensation when they want to retain the talent. Compensation is hygiene factor, it’s not the most effective means to retain the staff. The china people cost is increasing very fast. Company need to benchmark to make sure its compensation is fair to the market level. But the research shows that loyalty is not strongly coorrelated with the compensation, but mainly other factors within the company. Imagine a scale, if you put more talent retain weight on the left, that’s excellent leadership. Wide development opportunities, harmonized company culture and relationship, then no matter how your competitor attack your talent by offering higher salary, those talent wont be easily impacted. On the contrary, if you reduce the left part of the weight, then your talent will feel disappointed, productive but disengaging, their loyalty will be decrease, hence the whole scale will shift to your competitor’s material motivation strategy,
- The Flame Centre www.flamecentre.com 她帮助全世界的组织提高员工的敬业度和忠诚度，发挥员工的才能，获得人才的优势 在过去的２５年里，这种人才留任的解决方案已经帮助各个企业减少因人才流动而造成的不必要的损失和产生的业绩低下的后果，并建立了一种互相支持开放的公司文化
- The Flame Centre www.flamecentre.com 她帮助全世界的组织提高员工的敬业度和忠诚度，发挥员工的才能，获得人才的优势 在过去的２５年里，这种人才留任的解决方案已经帮助各个企业减少因人才流动而造成的不必要的损失和产生的业绩低下的后果，并建立了一种互相支持开放的公司文化
- The Flame Centre www.flamecentre.com
- The Flame Centre www.flamecentre.com
- The Flame Centre www.flamecentre.com
- The Flame Centre www.flamecentre.com
- The Flame Centre www.flamecentre.com
- The Flame Centre www.flamecentre.com