Not long ago, the popular "Garcia gave the letter" a kind, the boss Road do not have good employees regret, it merely pride and determination before his lack of Scandinavia big, ambitious vision without adequate support, not a good strategic plan for implementation and staff scattered laxity, inefficiency, and the situation is indeed pitiable. From a few years ago, "Come on in the warriors Shou quartet" lament, to the right "Yozgat" the fervent hopes, "execution" vigorously advocate, the plight of the lack of talent just so similar. But, why work, it can have a strong sense of responsibility under the so many meanings? Enterprise's existing staff really came mostly mediocre, and is a heavy responsibility? Now, when at the dawn of spring, the switch became the human workplace of the town. Of course, in terms of an organization to maintain a certain range of mobility is in fact beneficial to the organization. can import some fresh blood, it can introduce new thinking and behavior, also be able to house some encouragement and incentives; enterprises will be able to retain key employees can be, not incompetent people will not automatically lost passive screen swap. First, the bad news through reverse out before the public than those who can not retained, and fly far-famed; Inaction or mediocre wise persons popular. Two is too high staff mobility, it will easily lead to the slow growth of enterprises, lack of experience and the accumulation of insufficient stamina. I have recently contacted the high rate of turnover of organizations : the west machinery manufacturing enterprises Production line workers flow, the quality of products sharp decline in orders occurred between the loss, serious impact on the company's reputation and business. If production workers relatively strong substitutability and improve working and living conditions can retain, and loss more easily restore or compensate for, then we can look at the Northeast private school personnel movement : within half a year's time, the school staff to replace the rapid updating rate has reached one-third, really confusing feeling; the quality of teaching is no guarantee that attracted students and parents unhappy. the whole school is the people in bureaucracy, the majority of constant cautious, almost no one has the intention to stay here long. short-term and serious. A school staff turnover even more than knowledge-management companies, is really eye-opening. By in-depth understanding of this most of the existing schools are not gifted enough, people do not use, but for other reasons. And the wastage is a higher cost, according to studies can be quantified : Employees cost mobile service cost = + + job vacancies cost replacement cost + + training costs of production losses cost-savings cost. Of which : a job, the costs include : office staff during the training inputs, the loss of intellectual property, the cost of exit interviews, arrange temporary replacement cost, other departure triggered a chain of mobile costs departments for the cost of the separation process. 2, and post vacancies costs include : an internal staff to fill vacancies costs, the need for additional overtime costs, in charge of coordinating completion of the vacancies, such as the cost of the work. 3, the replacement costs include : preparations for the recruitment, screening and resume, tests, interviews costs, employment preparation costs, differences in wages and benefits costs for the costs of hiring procedures. 4, training costs include : pre-job training preparation, training materials, training and other management costs. 5, the loss of productivity costs include : in-service training of personnel lost during the productivity costs, interviewers cost of the loss of productivity, loss of job vacancies productivity costs, Human Resources, the drop in productivity costs, The new staff lost productivity costs. 6, the main cost savings include : new staff wages below the loss of the wages of personnel differences, new staff performance better than the loss of the differences. However, the cost savings are usually much smaller than the previous. This inevitably raises the heart surprised those free replacement staff or negligent frequent movement of personnel, never considered the loss? So how is the organization for talent hard to attract and hard to keep? To what kind of organizations be able to rally the staff of energy and enthusiasm to create a strong joint force? People made a great deal of success in research and lessons, from which it pulled out a systematic management model We have established enterprises as the basis for norms and reference. But very often "happy family each have their own well-being, unfortunately, the family is similar." Aggregate domestic experts Common adverse human resources management a number of phenomena, such as the "tasks and objectives is not clear," "Staff of the knowledge, skills, potentials can be developed", "management methods and means there is a problem," and so on. Some staff in the organization of excessive flows nearly completely exist. So that the only human resource management issues? Many enterprises still remain in the human resource base do stage work : development of a more reasonable remuneration model so far as the performance appraisal; Many operators have also really focus on encouraging staff to explore ways : What kind of incentives can play, so that we get things right? Want to be the boss or the boss of the people will ask : how can I know that the staff felt what they are thinking? How can we let others do I want him to do things? In fact, this issue much, I can only half-jokingly general answer : it is very simple, you want to give him the things he will do. Selection of human resources remain the education system, matching Kong people, the means of achieving probably is provided to the staff he needs. It is just that this is more easily said than done, the difficulties in the concept. School personnel administration had friends about his profession, very interesting that there are some people invited to buy the tips : employees give a birthday gift!, They have made a gift, greeting card!, although some are well-known to the old tricks However, and not for the staff still feel a little difference. I heard that he put too much on the management of technology. Part of the course concerned about the performance of a conventional form, really can improve employee satisfaction, But only by conventional say something does not mean that the real concern, and these methods have succeeded. only does not lead to staff dissatisfaction is not much incentive effects. Let alone many business owners never to my friend still known to increase staff satisfaction, considering the level of employee benefits. Capital is a kind of power, and can pay fees, buy the staff in the allotted time, the limited places to do limited things; But this exchange alone, but also for the staff not to put up the full participation and excellence. Capital can request, but not mandatory on internal staff to arouse emotions and motivation. Therefore, let the people have what it is not too difficult to use, difficult man with good, useful people retain. Human resources management is part of the management of enterprises, their characteristics and patterns often reflect the mechanism and direction. Domestic scholars compare China and the United States pointed out : The biggest difference is not money, not even the professionals. because of talent and capital can flow; China is the largest gaps mechanism. Perhaps to make up for the national mechanisms are inadequate, the introduction of talent and funds have done a lot of work, But after the introduction of retention and use of human and financial resources of these, seem to have done enough. Enterprise also like a small country. Look back to the domestic enterprises willing to buy gold horse, the biggest number, in the development of human establish internal mechanisms, 624. Organization to stay difficult, the problem of employment, the ancient times. China lacks the mechanism has its longstanding historical background; Enterprises lack the mechanism, Behind reflect the boss is usually seen in people's concept. Saying : Kimigayo as if the hand-foot-Robinson, Robinson-jun as if diaphragmatic approach; Kimigayo as if shot Robinson, Robinson-jun as if people; Kimigayo as worthless as Robinson, Robinson, as if Kouchou-jun. Jun between like this, let alone labor. When workers in the capital to look at the staff that can be arbitrarily replaced, it not surprising that staff do not seek active, but they try to cross. perfunctory. From the management theory of X, Y and theory to the needs and incentives related to the various theories are premised on the assumption that the basic view of human nature that the judge decided the management and incentives. People have to satisfy their physiological, security, a sense of belonging with the basic needs, but also respected and attention to the needs of is the work of self-actualization of expectations. Good pay and benefits, working conditions can be eliminated staff discontent, but not the value of wages, not trying its best to put people to work. And think about this in the enterprise can establish a good choice to stay sterile mechanism depends on the staff in charge of the basic view : as work machines, or as a potential beings unique talents and aspirations of the people a sense of dignity. Have heard of "for you" (ServiceMaster) company's chairman, Drucker Foundation director Bill on the "leading edge" do speak on the topic. •porad Throughout his speech, he repeatedly stressed is not the skills, but some of the basic concepts -- to serve the community, dignity to the workers; recognition of human dignity and value and to facilitate their development, and to strive for excellence, This is the key to business success. Bill is these ideas into practice, he took over "for your service" company 25 years ago, of the company's total assets had reached when the company was founded 30 times, the customer has reached a total of 12 million. Global services throughout the 45 countries, with sales of 60 billion dollars, more than the rate of return for shareholders of 20%. In 2002, "Fortune" 500 ranked 308. the "Financial Times" as one of the world's most respected in the world. In contrast, those who recalled a high staff turnover organizations forced people exclaiming : Indeed, corporate leaders decided that the organization will take us very far. Leaders of the vision he decided to choose what kind of partners and associates, to lead the ideological influence organizational culture and mechanisms and the final decision popularity. Human resources issues, their causes sometimes in addition to human resources management. Today, we tried to promote the issue from the fundamental solution, enterprises sigh talent hard to find enough dedicated staff, Guo also reflect an underlying reason?