In the past 30 years, China's lighting industry has reached a stage of development. In the face of such a business environment, many small and medium-sized lighting companies are seeking growth breakthroughs; many lighting companies are seeking greater and more stable development. Because of industry competition, if you don’t advance, you will retreat.
In recent years, when consulting a number of enterprises of different scales, the author found that many companies' focus issues are initially in the market or financial or production or internal control management or execution, but in the end they will fall into the enterprise talent management. On the question. Due to the different backgrounds of the founders of the company, most bosses develop from the industry market opportunities, often lack of understanding or extensive management of the human resources management of enterprises. Enterprises generally lack effective personality traits, motivations and values, professional knowledge, interpersonal skills, management skills. Talent evaluation system and performance management system. At the time when the new Labor Contract Law has been implemented, more and more business owners are beginning to realize how to use talent resources has become the core issue of enterprises in today's competitive environment of rising salaries, difficult recruitment, and frequent talent flow.
The author once talked with a famous brand owner in the South China Sea about the second venture of the company. Its strategic structure and competitive design ability make people admire it. However, when it comes to how this grand blueprint is implemented, the boss is frustrated and sighs. Voice: "Without talent, I can't do anything. It's hard!...".
In the strategic exchange with "Guzhen Lighting", it is learned that the risk of employing people in the industry is very high: on the one hand, the flow of talents in the industry is very large. These talents with a long-term skill seek to maximize their own benefits through continuous flow. Employees do not care about the obligations they should assume for joining the company, and they often change jobs at the expense of losing their own integrity. On the other hand, the loss of enterprise personnel is large, the recruitment is not easy, and the recruited personnel are afraid to use it. The embarrassing situation available, corporate development is greatly affected. These conditions have spread among various enterprises in the lighting industry and have become the pain of many operators in the lighting industry.
What is the reason for the dilemma?
China's lighting industry as a whole is suffering from unsettled talents, insufficient talents, and talents. However, "three feet of freezing, not a cold day", to solve the dilemma of the industry's talent problems, must start from the source of the problem.
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