In a competitive society, how should companies understand recruitment and allocation?

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The competition of modern enterprises is the competition of talents. The overall quality of enterprise employees determines whether the enterprise can develop rapidly, healthily, orderly and sustainably.

Recruitment and configuration management is to constantly search for suitable talents and allocate them to suitable positions to provide assistance for the operation and management of enterprises.

An appropriate turnover rate in an enterprise can allow the enterprise to retain the people it needs and eliminate the unsuitable, which is a normal phenomenon. However, many companies have a high turnover rate of personnel, which results in many important tasks in the company that no one can do or do well, and many basic tasks that require time and continuous completion (such as technical standardization) are also difficult to complete. Knowledge and experience cannot be well accumulated, passed down and transformed into organizational experience and capabilities.

At the same time, the high turnover rate wastes a lot of visible recruitment costs, and the invisible losses are even more difficult to measure: the negative psychological impact of current employees and new employees is large, and employees should build respect, trust, recognition and dedication to the enterprise, etc. All will be greatly discounted, which will be detrimental to the long-term development of enterprises in the long run.

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The decision-making level of the enterprise needs to have a clear and reasonable plan in terms of employment needs, clarifying who needs to help the enterprise to complete the corresponding work, where are the shortcomings of talents, internal training or external introduction, whether the recruitment requirements and selection criteria match the position, At the same time, strengthen the evaluation, analysis and improvement of the recruitment effect, and truly create a good ecological environment, so that the talents that the company likes are willing to come, stay and develop with the company, let the right people get on board, and let the unsuitable ones get off. .