Three Characteristics Of Recruitment Management In Excellent Enterprises

< p > < strong > 1, employment and use < /strong > < /p >

< p > excellent enterprise < a href= "//www.sjfzxm.com/news/index_c.asp" > recruitment staff < /a > mainly through media, newspapers, radio, television, network and other media release recruitment information, candidates through these media to release their own demand information, enterprise recruiters and applicants can find their employees and positions.

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< p > but in the process of recruitment, they all attach great importance to the job experience of candidates and match the position they want, and require the recruiter to "Mount immediately". The relationship between employers and employees is purely a market trading relationship, the mobility of employees is relatively large, and the stability of the enterprise team is weak. Therefore, it is often used to "select talents", that is, to make recruitment according to pre determined jobs.

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< p > in enterprise recruitment < a href= "//www.sjfzxm.com/news/index_c.asp" > management mode < /a >, there is also the use of "two-way design", that is, the duties and responsibilities of employees are not completely fixed, focusing on humanization and intimacy between employees.

In the management mode of enterprise recruitment, it emphasizes the sense of belonging and the identity of the corporate culture. The senior management of the enterprise is mainly from the inside of the enterprise, and it is an incentive way for employees to be loyal to the enterprise.

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< p > < strong > two, training and < a href= "//www.sjfzxm.com/news/index_c.asp > salary and welfare < /a > < /strong > /p >

< p > employee training in excellent enterprises focuses on the popularization of corporate culture and the education of corporate identity, and pays attention to the improvement of employees' soft skills.

In addition, they mainly attach importance to high level talents through market operation, including the pfer of training costs and the competition of wages and salaries of employees in the same industry. The general salary level is higher, which includes basic salary, annual award, welfare and long-term incentive, but the largest proportion is long-term incentive. The proportion of variable salary is very large, and the proportion of welfare is relatively low.

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< p > < strong > three, employee motivation and performance evaluation < /strong > < /p >

< p > excellent enterprises employers and employees are "cooperative" labor relations, so that employees have a sense of belonging, pay attention to the cultivation of emotions between leaders and employees, enhance the cohesion of enterprises, give employees, especially the management of certain decision-making power and voice, so that employees have the spirit of master, and then assisted by a small amount of flexible wage material incentives.

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< < p > in the employee evaluation rules, the job descriptions of excellent enterprises clearly specify the duties, contents and powers of each post, and the internal division of labor is very clear. Performance appraisal is carried out on each job through schedule management and quantitative business indicators.

The purpose of careful recruitment is to find high performance employees.

When employees enter the company or pferred to another new position, they should continuously track their performance levels and test the relationship between recruitment results and actual performance.

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