airjordan921
Dołączył: 27 Paź 2010
Posty: 46
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Skąd: England
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 Wysłany: Pon 3:45, 08 Lis 2010 Temat postu: even if he is very talented professionals. |
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who do not want the rapid expansion? Who do not want to continue to create high performance? Who do not want to outperform their competitors? Who would not want to leave your own employees? Who do not want to make money easily? ... ... These problems we think almost crazy. But do not come into the front door, back door and failed to keep the people, no one, everything is crap. \What is the approach we use,[link widoczny dla zalogowanych], what key to open the lock with what.
to recruit people as the Chinese saying goes like \thought: do not get the total feel is the best, do not understand the value has been obtained. The same happened in many salons are now: a large number of jobs salon front door, back door a lot of talent slip away.
us to know the cost of replacing an employee what? It includes the costs of recruitment, but also because employees leave the salon for the loss of customers, new employees in the study phase of the training costs, low efficiency and the costs of adaptation time,[link widoczny dla zalogowanych], and their integration into your Team adaptation costs - According to the survey the cost of replacing employees who resign to pay up to 150%. Therefore, our first move would be in recruitment when you think hard, first of all want to do it and how to retain talent .
second move: hiring the right staff
retain talent on the premise that recruiting the right staff. better salon experience that you had what kind of person hiring you can He has a significant bearing on retention. hurried arrests come less than a month while some of his friends is not desirable to leave. The best is to spend some time to be sure that a candidate is or is likely to leave more to stay long. We used the time in the recruitment of talent, not stressed or not Amby solutions to stay a long time they have to the wishes of our salon how, or whether it can adapt to corporate culture, resulting in tension and discord throughout the team. So for new employees to carry out scientific evaluation to be sure the right people is a question for us to start thinking. We do not want to hire those old Xiang Tiaocao people, even if he is very talented professionals.
The third measure: for everyone to do at
certain level, a hair salon as a football team, the staff is like football players. paid to the team appointed to the biggest names in the star, However, if the star did not play a year or a few times and can not play for the team increased the team's performance,[link widoczny dla zalogowanych], he would leave the team. salons as well. Some of the salon to show off how much they have a number of high-level design division, the state engineer, but these designers, technicians are in the salon should not create value. had no friends how long they will go,[link widoczny dla zalogowanych], and that the purpose of the salon itself is to keep people playing their roles. for the Rights so that every employee has something to do, the salon will be your overall goal refinement, so that each employee has their own specific objectives, and as a staff assessment of the standards. goal setting to follow the SMART principle : First detailed, measurable and measured in the second and the third is achievable, four associated with the work, five have a certain time. only friends each employee has their own specific goals,[link widoczny dla zalogowanych], he will feel in the salon \Everyone has to do at
enterprises with often compared to the salon staff is a prominent feature of the young staff, not too high knowledge level and structure, industry characteristics and chronic illnesses resulting in long-standing values of Deviation . This is the desire to wait and they create high, like to challenge authority and tradition,[link widoczny dla zalogowanych], and the ability to create strong, like the competition, more self, the overall sense of organization is not strong. Therefore, they most admired was \\form is in the salon establishment and implementation of career planning growth path. In every stage of his career for them to set up a clear and scientific goals, and let them know that through the efforts everyone has the opportunity to become the boss. This has the advantage Not only can really develop their sense of responsibility, first and foremost is to make them feel a sense of achievement and the long-awaited master's spirit, the idea of reducing them to leave,[link widoczny dla zalogowanych], let them feel that they are in the salon is truly value - and it is true.
Fifth strokes: continuous training of staff on the work of love is loving a person
most enduring work, the most powerful driving force. When a person work on the sense of a hobby, he worked day and night even if it does not feel tired for a week, and when tired of his work,[link widoczny dla zalogowanych], even though dry for an hour, and also felt physically and mentally exhausted. and whether a person is a work a sense of love, a great level of the work depends on whether he thinks makes sense. If he considers that a work is very meaningful, is \and his unequal pay. So, let employees feel their work is meaningful, they will work together with love, you will feel happy to be able to make long staff, willing to stay here in your salon. We continuing to make our salon \\80% of people think that \can only enhance the overall quality of the salon staff, core competencies, but also enable employees to experience a feeling of being caring. \and function, but also in various positions for salon information to use readily available reserve of reserve personnel, can really address and reduce staff turnover in some positions the negative impact and cost.
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