現(xiàn)在的時代是人力資源競爭的時代，人才是企業(yè)生存和發(fā)展的根本，越來越多的企業(yè)在人力資源管理工作方面注重“以人為本”，注重企業(yè)雇主建設，打造企業(yè)的同時建設自己的雇主，以期更好的吸引和留住的人才。如何吸引和保留人才，山東獵頭公司認為可以從以下幾方面加強：

The current era is the era of human resource competition, where talent is the fundamental factor for the survival and development of enterprises. More and more enterprises are emphasizing "people-oriented" in human resource management work, emphasizing the construction of enterprise employer brands, and building their own employer brand while building enterprise brands, in order to better attract and retain outstanding talents. How to attract and retain outstanding talents, Shandong headhunting company believes that the following aspects can be strengthened:

一、企業(yè)文化留人，各行各業(yè)都有各自不同的行業(yè)特點，同時每家企業(yè)都有自己的企業(yè)文化，企業(yè)文化是一種軟實力。隨著企業(yè)規(guī)模的擴大，企業(yè)管理者越來越多得關注企業(yè)文化的建設。企業(yè)文化的導向功能、凝聚功能、約束功能、激勵功能、調(diào)試功能輻射功能是不容忽視的，其中特別是凝聚功能。

1、 Corporate culture attracts people, and each industry has its own unique industry characteristics. At the same time, each enterprise has its own corporate culture, which is a form of soft power. With the expansion of enterprise scale, enterprise managers are increasingly paying attention to the construction of corporate culture. The guiding function, cohesion function, constraint function, incentive function, debugging function and radiation function of corporate culture cannot be ignored, especially the cohesion function.

二、事業(yè)留人，每個人都有自己的職業(yè)規(guī)劃有自己的人生理想工作目標，人的大部分時間都在工作，隨著現(xiàn)在人的價值體系的發(fā)展，在要求滿足基本生活需要的同時，考慮更多的可能是個人價值的體現(xiàn)，工作環(huán)境、工作發(fā)展空間、人際關系、個人能力提升等都會考慮在內(nèi)，這些也都是人力工作必須要正式的問題，努力做到“工作并快樂著——事業(yè)留人”。

2、 Career retention requires everyone to have their own career plan and ideal work goals. Most of the time, people are working. With the development of the current value system, while meeting basic life needs, more consideration may be given to the manifestation of personal value, including work environment, work development space, interpersonal relationships, and personal ability improvement, These are also formal issues that must be addressed in human resources work, striving to achieve 'work and be happy - career retention'.

三、制度留人，無規(guī)不成方圓，大到一個小到一個組織都有適合自己的規(guī)章制度，如果沒有規(guī)章制度社會將混亂不堪，制度在規(guī)范人們行為的同時也會給人以希望和激勵，規(guī)章制度面前人人平等。企業(yè)也是如此，特別是大中型企業(yè)必須有完整的、齊全的、適合本企業(yè)的規(guī)章制度來規(guī)范企業(yè)員工行為，員工嚴格按企業(yè)規(guī)章制度執(zhí)行，有完備的企業(yè)制度做支撐。做到“無規(guī)矩不成方圓——制度留人”。

3、 The system keeps people, and without rules, there is no square. From a country to an organization, there are rules and regulations that are suitable for them. Without rules and regulations, society will be chaotic. The system not only regulates people's behavior, but also provides hope and motivation, and everyone is equal before the rules and regulations. The same applies to enterprises, especially large and medium-sized enterprises, which must have complete, complete, and suitable rules and regulations to regulate the behavior of their employees. Employees must strictly follow the company's rules and regulations, and have complete enterprise systems as support. Achieve the principle of 'no rules, no circles - system retention'.

四、薪酬留人，薪酬是員工工作首要考慮的要素，企業(yè)在調(diào)查同行業(yè)薪酬水平的基礎上，薪酬要保證基本薪酬“吃得飽”，獎金“干得好”，福利“走不了”，體現(xiàn)薪酬上的競爭力，特別是對一些稀缺人才方面，企業(yè)多出一塊錢他們創(chuàng)造給企業(yè)的價值可能要多出一百塊錢，保證“錢要用在刀刃上——薪酬留人”。

4、 Salary retention is the primary factor that employees consider in their work. Based on investigating the salary level in the same industry, companies should ensure that the basic salary is "well fed", bonuses are "well done", and benefits are "unable to leave", reflecting the competitiveness of salary. Especially for some high-end and scarce talents, companies may create an additional 100 yuan of value for the company by adding one yuan, Ensure that 'money is used on the cutting edge - salary retention'.

從哪方面加果可以吸引和保留人才？我們可以先從以上四個方面來對企業(yè)做一下整改，希望能夠給您好幫助，更多事項就來我們網(wǎng)站http://www.bjddhyyq.cn咨詢?。?/div>