Exchanges over time seems to be "ulterior motives", in fact evil management fees "painstaking"
In the high-tech enterprises, control of core resources, including expert-level technical staff R & D personnel, a large number of client resources to master the sales staff and business executives. They are business
Core competencies and core skills of the source of their survival and management of the high-tech companies with significant influence. Therefore, how to effectively manage a staff of core resources has become a priority high-tech enterprise HR director.
Communication between artists
In the corporate structure, HR director of primary task is the link businesses and employees, serve as a bridge, both high-level advice to give, but also become friends with the staff, which requires human resources director to be familiar with a variety of communication methods and techniques. This core staff with the communication reflected more clearly, especially in their office on the left.
Although some talent with the companies signed a confidentiality agreement, or of trade agreements, but because they are the elite professionals in a field, so if one leaves, bound to give businesses the protection of confidential or resources to bring hidden dangers. As HR Director, to represent the core business and frank communication between staff and clearly the pros and cons, masterpiece retain, it is necessary to ensure the interests of the company will not be harmed, not to give employees psychological stress, which often is not a paper of trade agreements can be resolved. To reach a win-win business and employees, we should play a coordination with the HR Director to provide staff with career development proposal after, quickly add high-level talent for the program.
I have dealt with the company's core technical staff of the separation incident, there have been rumors that he jumped ship to competitors, I'm looking for the opportunity but he had some frank communication strategy, gently from the side to understand some of his idea, originally he was to realize their ideals decided to leave. After the conversation, I told senior and his direct superior, the communication, to discuss countermeasures. As he is a technical expert in the field, I think the future is likely to become Secretary of potential competitors, so the proposed high-level, can be contracted by his company's technology business related modules. This not only provided him with a stage to display their ability to meet and support the desire of his business, but also to ensure the company's core technology resources are not exposed, the potential of technology to reduce the risk of the company, and finally to achieve a win-win results.
Close friends to do the staff
With sound systems and management to retain the company's core staff of course is the best option, but things are always oriented, it is difficult to ensure that all things can be in the state. May wish to expand to the management of private sector employees, through increased interpersonal cohesion, while obtaining better information. Only acquire more real and effective information, HR Director to symptomatic drug for the enterprise to retain talent. Therefore, consciously establish information channels is an important quality of human resources management capacity.
In my experience, these highly intelligent people who want to communicate, work, communication alone is not enough, we must spend some spare time and their contacts and active cooperation not only in work, life time in the amateur can mix with them. Through private exchanges and communication, employees can work in a true understanding of the frustration and satisfaction, reflecting the true views of the company. These exchanges, I will sum up to the senior in time make its own proposals and ideas to constantly improve and perfect the management. HR Director, this would test the capacity to bear multiple roles, and we should uphold the principles and systems company, but also to ingratiate themselves with friends and staff to become difficult to grasp. HR Director is doing so much work, not as good as people say. For me, the exchange of spare time seems to be "ulterior motives", in fact, excellent staff in the management of evil money "painstaking."
Specific mechanism proposed by Reed
Because of different expertise, the company's core staff on the company's return requirement is also different. Sales of material incentives are only royalty and commission business, but this approach holds a lot of client resources for the sales staff has been unable to play better incentives. Therefore, I suggest that the company implemented a sales incentive system, once the wage level of sales personnel commitment to the company, the number of sales this year to complete the task (of course, this commitment is to go through certain procedures and audit), will be checked to be wages level. Although the commission of all sales ratio is the same, but different wage has ensured their continued enthusiasm for the work.
For technicians, the technical team to implement the award, to help them build development platform. If the overall R & D team, quality and speed requirements are met or exceeded the company will return to the team material. For certain management and technical level, but not with the company's current technology needs consistent with the technical staff, after evaluation, I would recommend to his company with a number of technical personnel, support platforms, in-house attempt to outsourcing technology. Under the control of the company, give him a relatively independent of the space, allowing him to operate independently in some resources, thereby eliminating the development of technical experts leave the company to bring the hidden dangers. The desire for success against the senior management, the incentive mechanism, we used a high-level holdings, with the shares to incentive level, but also for their departure with an invisible constraint network weaving.