In business growth and development, the management team of talent, has become an unavoidable problems in seems to become every enterprise must span a divide. For large-scale enterprises, with the fierce market competition, cyclical shocks brain drain and the team significantly interfere with the operation and management of the normal order, to decision makers bring endless troubles and worries.
If you manage talent flows for analysis, it is not difficult to find, among the best in the various sectors of its sheer scale enterprises tend to be hardest hit, most of the loss of industry management cadres "Whampoa Military Academy." The brain drain from the management of the structural analysis, comprehensive management and project management class (production, research, sales, personnel, financial, etc.) of the brain drain has often become the focus, while the market class and r class manager's loss is the focus of attention. Analysis from the time dimension, a year or so for a small proportion of the loss of periodic, is relatively small; about two years, the proportion for cycle a little larger; 3 to 5 years, the proportion of large cycle. In particular the growth of higher industry or the development of faster, more prominent.
Why loss
Market development highlight the "Wu Yi XI Wei GUI"
From the process of China's industrial development, the brain drain is excessive competition by enterprises and excessive gaming market background. 30 years of reform and opening up, China's overall economy is sustained high-speed development, from early in the supply and demand balance, and then to to supply, in a very short period of time to complete the foreign markets as 100 years to complete. In the increasingly fierce market competition, enterprises come to realize the importance of managing talent, talent overnight. Therefore, in the short-term speculative and driven by chance, some enterprises will turn the external world, the coveted – Manager of competitive enterprises, take short-paid personnel seduce competition means (commonly known as "cut corners") waives. Enterprise's competitive fire also from management level organization level, periodic loss of talent has become such a competitive market in the context of normality.
Organization structure defect formation "osteoporosis"
The direct cause of drain is often manifested in the reality of the pay and benefits. First, enterprises pay distribution system structure and proportions of "."; two is the enterprise pay distribution system of "flexible and development". Benefit distribution system and the system as a business organization "skeleton", not only to rational structure, but also continuous growth. "Distribution system" to business strategies and models of guided to the various professional sectors in collaboration with efficiency, close to the market competition and enterprise of reality, to strategic opportunity to tilt and constant innovation. So the "skeleton" whether evolutionary survival organized.
In reality, many enterprises to pay distribution system lack scientific and dynamic development. As the market development and competition intensifies, the various professional sectors of "synergy" constantly deprecated, in the overall contribution to the "members" and "organizations will of ecological conditions" gradually imbalance. This lack of scientific nature and sustainability of benefit distribution system, will fade away excellent managers long-term struggle of the fire of passion and loyalty, as well as brain drain to lay. The management should not be a mere interest of the Organization, which should be in the strategic thinking leader leadership, the boot manager team beyond simple interest level limits, institutional innovation, build a community of values, or even the cause of the community of destiny.
Corporate culture of "air" decline caused cohesion
From inside the enterprise, the deep causes of brain drain is the enterprise culture, or culture, mainly refers to the concept of enterprise value and the cultural system of cultivation and the construction. Most companies understand the culture too superficial and simplistic, not understand the culture is the foundation of the enterprise strategy and security, not understanding the value of the enterprise and the romantic charm lies in the culture, this is the brain drain of deep-seated reasons. The enterprise cultural construction of small-scale, can do "not say no." But the larger size of the enterprise, the enterprise cultural construction must keep pace with the times, should be "can do" to be good at refinement and dissemination of strategic and cultural enterprises, and to apply these concepts and perspectives organically permeability, into everyday practice and action. But on the contrary, the reality of most companies, but the majority is in the "lip service," or "blab about doing" State, both of which are harmful to the business.
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