As the saying goes, the same is true of enterprises that look big at the age of three and look old at the age of seven. The time for assessing enterprises is 3-5 years, and the assessed enterprise representatives have adapted to the market, otherwise they will be eliminated by society. Under the epidemic situation, many enterprise activities can not be carried out, the sales quota has dropped sharply, and enterprises are facing major survival problems. Many bosses have started personnel optimization, but is personnel optimization really the key to solving the problem?
Only in two cases will enterprises optimize their personnel. One is that the company's business is shrinking, its benefits are declining, and it needs to save costs. This situation is an irresistible external factor, and many enterprises cannot avoid it. Another situation is that the recruitment plan is unreasonable and the department personnel structure is not determined. Enterprise consultation
There are two common recruitment methods, one is batch recruitment, and then slowly screening. For example, if an enterprise lacks a manager, but is not sure who it needs, this method can be adopted. You can recruit three people in the early stage and let them work separately. 1-3 months, with achievements. Strong ability to stay, weak ability to leave. This is a method to reduce the selection cost, and it is also a method used by many enterprises. Another way is to wait, waiting for a talent suitable for your own enterprise, but this cost is relatively large, and only powerful enterprises are willing to wait. After all, suitable talents are hard to find. Enterprise service
The cost of an enterprise can be roughly divided into office space, employee salary, welfare, social security and so on. But the most important thing is the time cost.
Why don't companies want to spend a lot of money to train new people, because they know that a fresh graduate can't expect to stay in a company for a long time, and he will definitely change jobs in a short time. Resignation and salary increase are recognized methods. Enterprises need too much time and cost to train a person, which is easy to waste. The boss is not a fool, so enterprises will give priority to experienced people when recruiting.
Under the influence of the epidemic, large factories have laid off employees. Is it worthwhile for me to recruit now? On this issue, it depends on the needs of the enterprise's own development. If the enterprise can maintain its operation, it is still possible to recruit people. Now that the market is depressed, we can recruit people by "waiting", and the price of the people recruited will be lower. I couldn't afford it before, but now it's different. Everyone's psychological price is decreasing, which is a good opportunity to "discover talents".
Problems in enterprise development cannot be attributed to the epidemic situation. Mark Twain said, "Playing a good card is nothing, only those who can play a bad card are worthy of admiration." Adversity is the time to stimulate the boss's potential, and opportunities and risks coexist. Come on, business owners