How Can Enterprises Retain Entrepreneurial Talents?

One: attracting talents by environment

A good working environment is the key to attracting talents.

To attract talents from the environment, enterprises should first create a good corporate culture atmosphere, which is conducive to stabilizing the talent team and promoting their further development.

Through the construction of corporate culture, we create a highly harmonious, friendly, cordial and harmonious atmosphere, condensing the creative power of talents, encouraging talents to keep forging ahead, and gaining consensus on values.

Cultivating common values is the core content of corporate culture. Every successful enterprise must have its own spirit of enterprise, nurture enterprise talents with a common sense of value, and guide enterprises to make progress.

The construction of enterprise culture is prominently manifested in three aspects: first, to strengthen the construction of the corporate destiny community; the corporate culture to express the goal and direction of the enterprise development in a general, penetrating and philosophical language; after long term education and imperceptibly, it is carved into the minds of talents and become a part of its spiritual world; two, it is enriching the contents of enterprise culture, making talents fresh and easy to accept; three, focusing on training talents, creating a talent environment for "everyone attaches importance to talents and talents for all", forming a good mechanism for identifying, selecting, educating and employing people, which is conducive to the success of enterprise talents.

Enterprises attract talents by environment, and secondly, provide an autonomous working environment, so that enterprise talents can continue to create and innovate.

In order to encourage talents to carry out creative activities, enterprises should establish a relaxed working environment so that talents can independently accomplish their tasks in the framework of established organizational goals and self assessment systems.

On the one hand, enterprises should make full authorization according to their task requirements, allow them to make the best method of work that they consider to be the best, instead of conducting detailed supervision, guidance and even compulsion to deal with problems. On the other hand, they should provide resources for their talents, including financial and material support, as well as human resources.

Two: gather talents by career

All talents want to make a big career and display their talents in the realization of their career plans.

At all times and in all over the world, many people of insight and talent have made their life pursuit and goal in order to serve the country, benefit the people and develop their careers.

In today's society, it is the era of profound changes in outlook on life and values.

Therefore, the vigorous and vigorous work of a career, showing the value of life vividly, has become the outlook and values of enterprise talents.

China's accession to the WTO brings great opportunities and challenges to enterprises, and also brings great opportunities and challenges to enterprise talents.

For enterprises, in the new situation, we should accelerate the pace of economic system reform and industrial structure adjustment, and actively depict the grand blueprint of enterprise development, which is a very good omen for the enterprise to condense talents.

Enterprises should focus on training and developing the four types of talents, namely, the enterprisers, scientific and technological development talents, marketing talents and strategic planning talents who are brave to compete in the international market.

In order to make good use of talents, enterprises must adhere to the following principles: use their strengths, avoid their weaknesses; only apply quantity to the best of their abilities; employ people without doubt, do not suspect people; clear responsibilities and empowerment, reward and punish clearly; cherish the opportunity and flow rationally.

For the talents of enterprises, in the new century, we should take the right position in the main force of the market economy, choose the right direction, make the due contribution to the development of the enterprise, and get out of the road of becoming a talented person who can fully display his talents, work hard and embody his own value.

Generally speaking, the persistent pursuit of knowledge, individual and career growth of enterprises exceeds his pursuit of organizational goals.

When a person feels that he is just a "senior worker" in an enterprise, it is difficult to form absolute loyalty to the enterprise.

Therefore, enterprises should not only provide a reward for talents to match their contributions, make them share their own wealth, but also fully understand the personal needs and career development wishes of talents, so as to provide them with a rising road suitable for their requirements.

Only when talents clearly see their future in the enterprise, can he have the motive to contribute their strength to the enterprise and form a long-term partnership and a partnership of sharing weal and woe with the organization.

Three: cultivate talents with emotion

Talented people need to be carefully cultivated, and we must have strategic vision and advanced awareness on this issue.

Our age is the age of information explosion.

With the rapid development of science and technology, the cycle of knowledge renewal is shortened and new things emerge one after another.

This requires talents to establish a life-long learning view, constantly update their knowledge, and constantly improve their skills to adapt to the continuous development of the situation.

For example, in the United States alone, businesses and businesses invest $30 billion a year in training and raising staff. The training expenses of the 100 largest industrial enterprises in the United States for science and technology personnel increase by more than 25% annually.

Therefore, we must constantly increase personnel training and training, and constantly improve the quality and ability of talents.

Various ways of training and training can be adopted: first, do a good job in training talents, do it regularly, regularized and institutionalized; two, guide, support and supervise talents to persist in self study at ordinary times; and three, practice and train talents in practice.

Human beings are emotional animals and need to be trusted and respected by others.

In the process of nurturing talents, we should arouse the positive emotions of the talented people with enthusiasm and selfless love, eliminate the negative emotions of the talents, keep the good mood of the talents, and devote themselves to the work.

Some foreign enterprises attach great importance to emotional management.

Morita Akio, chairman of the Sony Corp, said: "according to our experience in industrial management, people do not simply work for money.

If you want to motivate your employees, money is not the most effective tool.

To mobilize people's enthusiasm, you have to regard him as a member of the big family and fully respect him.

Only by combining "moving with emotion" and "moving with career" can we achieve good results in nurturing talents and grow up healthily.

Four: selecting talents through the system

It is a systematic project to cultivate and bring up outstanding talents in enterprises. It is a long-term and complicated arduous task.

First, we must formulate a correct strategic objective, that is, enterprise talent development plan, and strive for it.

The main contents of this plan should include: the types of talents to be developed; the objects of development; the effect or purpose of development; the time periods of development; the specific measures for development; and the guarantee for the development of organizations, funds and facilities.

Secondly, we must create a mechanism conducive to selecting talents through reforming the personnel system of enterprises.

We should gradually reform and improve the system of selection, utilization, assessment, training and management of talents, and establish a mechanism for the survival of the fittest, the ability to go up and down, and the ability to get in and out.

In the process of selecting talents through the system, we must set up dialectical outlook on virtue and talent, correct understanding of talent, open selection of talents, enlightened use of talent, selfless love of talent and wisdom of gathering talents.

The core issue of talent selection is the standard of selecting talents.

In the era of knowledge economy, the first criterion for judging talents is to possess modern scientific and technological knowledge.

A person's observation ability, analytical ability, judgement ability and inductive ability depend to a large extent on the foundation of modern science and technology and certain social practice.

For the requirements of the overall quality of talents in the knowledge economy era, the experts summarize eight factors: ideological quality, logical thinking ability, national culture knowledge and modern science and technology knowledge; creativity; obedience to orders; ability to cooperate with others; ability to appreciate others' creativity; social and kinship relations and personal history.

Among the eight factors above, the most important is ideology, knowledge and creativity.

Enterprises must open channels to select talents, such as finding talents through investigation and interviews, recruiting talents urgently, recruiting talents with useful information, testing competitions and digging up talents.

Five: salary incentive talents

The theory of incentive reinforcement tells us that the result of behavior is affirmed, and that the behavior subject will consolidate and maintain the original behavior; otherwise, the result of behavior is negated, and the behavior subject will modify or abandon the original behavior.

A realistic evaluation of the target behavior can play a very important role in the stability of talents.

Therefore, enterprises must establish a fair and reasonable performance evaluation system, which is conducive to the relatively stable talents of enterprises.

However, it is not enough to evaluate talents only in a fair and reasonable way.

A fair and reasonable salary system must be worked out if we want to really retain talents.

Salary is an important means to attract, retain and motivate talents, and it is also an important factor for the success of business operation.

At present, many high-tech companies in the United States not only give high salaries to talents, but also make extra allocation of stock options according to the importance of talents.

Because of the bullish value added of high-tech products, the stock of many companies has doubled or even tens of times. Every day, experts and engineers become millionaires.

With remuneration to motivate talents, we can adopt a high salary, high bonus and high salary system, so that the talents can get in, stay and use well.

At the same time, pay should fully consider the relationship between short-term, medium-term and long-term remuneration, and design a special "salary plan" for special talents.

In order to embody fairness and motivation, we must provide a competitive and stimulating package of rewards. The ratio of variability bonus to basic salary is 50%.

Six: talent allocation in the market

The entry of talents into the market and the development of talents in the market is another important way for talent to stand out.

We should apply the role of the market in the allocation of resources to the enterprise talent market, so as to enable the market to realize the full development of human resources.

We should combine the reform of the personnel system of enterprises and the establishment of the talent market of enterprises, gradually form the working mechanism of selecting and employing people to "market", implement the open recruitment and two-way selection, and through the market's personnel agency and personnel quality evaluation work, truly form an open, fair and fair competition for the selection and employment environment, and form a social atmosphere of "respecting knowledge and respecting talents".

Therefore, to solve the rational allocation of talents, the fundamental way out is to realize the marketization of human resources. We should take the marketization of talents as an important content to realize the great shift of ideas and mechanisms, vigorously promote the construction of talents market and give full play to the basic role of the market in the allocation of talent resources.

The market is a competitive place.

Competition is the vitality of the talent market, and it is also an effective means to regulate human resources.

In order to market talents, we must introduce competitive mechanisms, such as establishing and improving the mechanism of in-house competition and post employment, so as to achieve survival of the fittest.

Its main function is to motivate enterprise talents to improve their own quality, to play an active role in all kinds of work so as to enable talents to get in and out, and ultimately achieve the best allocation through continuous changes and adjustments.

Talents are just as valuable to human beings as blood is to human beings. Too much blood loss, no human life, serious brain drain, and the development of enterprises will be impossible.