At present, the two biggest headaches for enterprise bosses are "lack of needed talents" and "having talents but not retaining them". As we all know, brain drain has had many negative effects on enterprises, such as the loss of vested interests, leakage and the increase of training costs. The high-level brainstorming roundtable held in our city has extensively discussed how to retain key talents.

How to check the talents during the probation period

Employees with both ability and political integrity are the best products of enterprises, and they are the mainstay for enterprises to win in the increasingly fierce market competition. For them, the bosses and human resources experts of enterprises are naturally "Han Xin points out more soldiers, the better", but how to check and select talents during the probation period, the heads of enterprises have different opinions: many guests have expressed that they need a certain probation period to observe the recruits from outside, but they have different opinions on how long it will take.

Mr. Zhang Jing, managing director of Guanhao Restaurant, said: It needs a three-day trial operation period to observe the newcomers before deciding whether to enter the trial period.

Mr. Wang Shuangquan, an expert in human resources at Foster Wheeler, said that a long probation period is not conducive to attracting talents, and the national laws also stipulate the probation period. Therefore, for those who think it is inappropriate, we should try our best to keep him out of the door when recruiting.

Ms. Peng Shan said that newcomers should be given a week's unpaid observation period before deciding whether to try it out.

Another guest said that the probation period is not an economic risk but a moral hazard, which is also an incentive for outstanding talents to end the probation period ahead of schedule.

How to promote talents

After passing the probation period, how to make talents with different specialties, such as technology research and development, sales business and even mechanics, have different promotion channels in their respective fields, so as to prevent all professionals from crowding into management positions all the time, so as to prevent professionals who are not good at management from moving to management positions that are not suitable for them in order to be promoted. The guests at the meeting said that the two-track development should be implemented, so that the "professional title system" and "tutorial system" can interact, and the majors can Participants said that management positions are limited, so it is impossible to make a reward method to motivate every employee, while professional positions are unlimited. All positions can be divided into different promotion series, and each position can be given corresponding treatment scope, which is conducive to retaining talents for a long time.

Zhong Quanguang, an expert in human resource management and training of Caiyan Group, believes that the promotion of key talents should not be too fast, and there should be a process of adapting and displaying talents.

Xia Linyou, the hardware administrative manager of Emerson Group Qixin, said: In Emerson Group, a supervisor must train a successor before promotion or resignation; Even when on the job, there should be a job agent, so that when the supervisor is on a business trip or leaving, there will be an agent to temporarily preside over the work, thus ensuring the normal work order.

How to retain talents

Regarding how to attract talents by building nests, Mr. Qiu Dehou said that in order to retain key talents, it is necessary to encourage talents in the whole process through short-term, medium-term and long-term returns, and comprehensively restrain them through long-term contracts, confidentiality agreements and non-competition agreements, so that talents can make comprehensive and long-term considerations for the development of enterprises.

Mr. Wang Shuangquan said that signing a long-term contract does not guarantee the retention of talents, which is the same as the truth of marriage. Both parties are sincere when they get a marriage certificate, but things will change in the future, so the most important thing to maintain marriage is the feelings of both parties. The same is true for enterprises to retain talents. They should respect and care for their subordinates. A "psychological contract" is more long-term than a "paper contract".

Zhang yihong believes that it is still necessary to sign a contract. firstly, the legal protection of both parties can prevent the irrational brain drain to the greatest extent. It is difficult for a contract to stop the rational brain drain, but by increasing the cost of breach of contract, it can still generate a certain deterrent and make the injured party get corresponding compensation, which is also an education for others.