如何降低员工离职率页.ppt

How to reduce turnovers: Build competent management teams 建立能胜任的管理队伍 CEO’s vision CEO的远见卓识 Corporate mission 公司使命 Unique firm culture 独特的公司文化 Establish trust 建立信任 Develop clear business strategies and tactics 形成明确的战略策略 Sensitive to human needs and growth 对人的需求和成长具有敏感性 Task/human oriented 工作为本/以人为本 Flat firm structure 平坦型结构 Team-based matrixes 以团队为基础的矩阵结构 Quick response to market changes 对市场变化的快速反应 Define responsibilities and incentives 确定责任和激励因素 Never behave as jerk 永远不要做蠢人 THANK YOU SUCCESS * * 可编辑 可编辑 可编辑 How to reduce employee turnover如何降低员工离职率 John Z. Yang Fordham University GBA BiMBA, Peking University Why are employees leaving the organization-personal issues员工离职之个人原因 Family responsibilities 家庭责任 Plan to study MBA MBA进修计划 Plan to become self-employed 自己创业 Health reasons 健康原因 Spouse relocation 配偶工作地点变化 Imbalance between work and personal life 工作与个人生活的不平衡 Too long to commute to work places 上下班交通耗时 Why are employees leaving the organization-career issues 员工离职之职业发展原因 Lack of career / promotion opportunities 缺少职业发展及晋升机会 Mismatch between job and career goals 工作与职业目标不符 Lack of opportunity to develop new skills 缺少提高技能的机会 Lack of trust to make important decisions 缺少上级信任，无决策权 Limited training programs 培训机会有限 Glass ceiling 等级限制 Lack of challenging assignments 工作缺乏挑战性 Why are employees leaving the organization-compensation员工离职之薪酬原因 Overall dissatisfaction with pay 对整体薪酬不满 Dissatisfaction with company benefits 对公司福利不满 Pay is below industry average 薪酬低于行业平均水平 Lack of incentives such as bonus/options 缺少激励机制，如奖金，期权等 Skills are not rewarded with better pay 技能未能得到更好的回报 Compensation is seniority-based 资历决定薪酬 There is inequality in income distribution 公司存在收入分配的不平等 Why are employees leaving the organization-job-related issues员工离职之工作原因 Gap between expectation and real work 工作内容与期望不符 Overwork with too many responsibilities 工作责任过重 No opportunity to use skills and knowledge技能和知识无法发挥 Uninteresting and unchallenging work 工作乏味无挑战性 Lack of clarity about job responsibil