Hear a story recently:
The friend should be developed in a poineering company, the group has 4 people only, salary is not high, discuss with the boss together before New Year, say can his raises 500, the boss was pacified, say economic situation is bad now, earned money to give everybody raises.
Result, the friend went out to turn circuit, sought a pay the many job of 4000, found new job immediately.
Remained 3 people not to work, go out to apply for a job in succession, also found before comparing the many job of 4000, preparation leaves his post.
Boss at a draught confused, promise raises at once, go up each 4000, but only a person is willing to stay, 2 people took the rest. Do not have method, the boss can ask two new personality to come back again only, reckon the price is not low also. Spend the 500 issues that can resolve originally, should spend now on 4000.
Would rather 10 thousand monthly pay asks newlywed person, also do not agree raises of 5 aged employee, this is the problem that many companies exist.
When rejecting old stuff raises, reckon bosses return be pleased with oneself, become aware derive from personal gain, little imagine just is buried to the company so issued a time bomb.
Did not add salary to calculate, how are you justifiable still?
Above a few reasons, stand in the boss' angle, look very reasonable, but fine fine think, all classics does not remove deliberate.
Plainspoken, meet the boss that speaks these reason, can saying is shortsighted, perhaps say, clever turn over by clever by accident.
" fortune " the magazine calculated Zhang of brushstroke manpower cost:
"The loss that an employee finds new job to be brought to the enterprise, it is to leave one's post of personnel salary 93% to 200% ;
The prediction of a person's luck in a given year of talent of a core, need the action tenure of 2 months at least, of 3 months suit period, of 6 months blend in period;
In addition, the enterprise enrols the cost of invite applications for a job that new employee place costs, be equivalent to an employee 4 monthly wages;
Even if is such, company invite applications for a job a new employee, still put in the mortality of more than 40% . Still put in the mortality of more than 40% ..
Normal personnel flow conduces to for fluid of enterprise infuse new blood, but rate of exorbitant personnel prediction of a person's luck in a given year is inactive to the influence of the enterprise, and give a company bring pecuniary loss, pay more cost, how to say? When can we look as follows:
1. replaces cost
Replace cost, understand simply even if enrol new personality to change old person, namely what normally we say want new personality of invite applications for a job to replace the employee that leave one's post. Because employee leaves his post, enterprise must new invite applications for a job, new invite applications for a job can produce fare of new invite applications for a job again, this is cost. To apply for a job of the communication cost that place of interview of the charge of invite applications for a job that for instance the enterprise releases place of information of invite applications for a job to arise external, person that invite to apply for a job produces, interview person the administration cost that place of the time cost that produces, employ new employee produces, conference cost that for employ new employee place produces.
As to replace cost after all how to many have, according to the estimation of American Ministry of Labour, replace common find new job 1/3 what the cost of employee takes income of employee annual wage about.
2. grooms cost
Groom a lot of HR know cost most propbably: Yes, groom namely the cost that new employee place causes. After new employee enters office, the enterprise must undertake grooming to its first, this link is little not, this kind grooms cost can be to invite groom instructor undertakes grooming to new employee, also can be let old stuff or wait for the member that leave one's post to be versed in to new employee the job has sex groom or coach groom, incorporate grooms into duty for new employee, the skill before new employee post grooms, culture of new employee company is blended in groom, new employee adaptability grooms etc.
No matter be why to be planted,groom, because the enterprise grooms the expenses of mobile place defray can arise necessarily, include to groom please the teacher's charge, data preparation cost before grooming, begin groom the charge of bad news report of a generation. If leave his post because of employee, the enterprise is in what what throw on their body to groom charge can hit water to float, the repetition that after enrolling a person afresh, produces grooms charge can bring about an enterprise to groom again expenses rises, this is a kind of vicious circle.
3. flow cost
What cost of prediction of a person's luck in a given year points to is the cost of prediction of a person's luck in a given year of the outstanding achievement difference that new employee of invite applications for a job replaces the member that leave one's post to be versed in place is brought about, the working ability that simple understanding is the new employee that invite applications for a job reachs and working outstanding achievement still are inferior to leaving office staff, this is cost of prediction of a person's luck in a given year. Cost of prediction of a person's luck in a given year also can call cost of talent prediction of a person's luck in a given year, the new personality that speaks that is to say, at that time cost of company staff prediction of a person's luck in a given year can raise.
4. runs cost
Because employee leaves his post, new employee of new invite applications for a job joins the company duty, during new employee enters office, the system runs a large number of expends time and energy to personnel related enterprise basis, include to make new employee familiar office environment, human system of regulation of relation, system, check on work attendance, off system, and leave his post to leave office staff to deal with the labor power that formalities place consumes, material resources still has financial capacity,
Include to leave his post to be dealt with from office staff formalities, issue remove certificate of labor contract book, stop to leave office staff to deal with protect salary of move of concern of membership roster of formalities, modification company, social security, settle to wait.
5. labour cost
What labour cost points to is the pay cost that for invite applications for a job new employee place pays. In on-the-job field, the salary standard of new employee often the salary standard of prep above old stuff, this is the business did not implement pay system strictly, or it is the labour cost be caused by that for invite applications for a job outstanding talent place pays. Outstanding talent often is met on compensation requirement very tall, if the enterprise pays do not rise, can miss outstanding talent so, but if take sb on the staff is first-class talent, want to pay very high labour cost necessarily, namely the salary of new employee is higher than treating the pay of the employee that leave one's post, this brings about company labour cost to increase directly.
If the enterprise does not want to pay higher labour cost, or according to wait for the pay pay when entering office from office staff to enrol a person, can enrol only so with need about the same from office staff person, wanting to enrol more outstanding talent is very difficult. If be enterprise home remedy removes,staff work concerns, the company should pay employee to leave job pay not only, still have pay economy to compensate gold, this can bring about company labour cost to increase.
If be core employee,leave his post, the enterprise wants to restrict its to assume office over the competitor again, the enterprise needs to pay contest course of study to restrict compensation gold for this, this is brushstroke not expenses of diminutive labor cost.
6. risk cost
If leave office staff,be core employee, or it is the employee that masters enterprise key skill, so the risk cost that because this employee leaves his post,causes to the enterprise is tremendous undoubtedly.
When a few important in high-level station staff leaves his post, or it is in the key technology or the employee that are crucial point branch leave his post, this can appear not only to the enterprise talent fault, influence business will of people is stable, arrive possibly still because of this employee competitor there cause prediction of a person's luck in a given year of company intellectual property, create the risk of the discharge outside commercial secret and prediction of a person's luck in a given year of client natural resources, weaken business market competition ability thereby. Of core employee leave his post to still can take away a batch of people even, even a group, this drops to causing enterprise cohesive affinity, cause employee morale low, working enthusiasm is reduced, client satisfaction is spent be affected, this is deadly undoubtedly to the enterprise.
So fine calculate come down, what just discover the shadow cost that employee leaves his post is such is tall, the value that this also reflected personnel to safeguard from a flank (the mechanism keeping a person after invite applications for a job) , keeping a person is more important than enrolling a person, should become the consensus of all HR, if take the branch for the root, the result cans be imagined: Job of invite applications for a job is perpetual. Keeping a person is more important than enrolling a person, not be to say action person is not serious, say action person is not ultimate goal however, the ultimate goal that action person comes lives in Yuliude, if enrol comer, do not stay, enrol again much person also of no help.
We can be brought to you certainly most " sincere " the content of the heart and dried food!
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