防止员工流失中英文版本全攻略.doc

IDC SHAW POLYMER (SUZHOU)CO;LTD防止员工流失措施Prevent staffs loss measures& proposal为了将员工离职率降低到最低并且让他们发自内心的和IDC共同成长，我们财务了如下的措施。尽管一些建议仍然不完美，我们现在总是尝试使这些措施越来越完善。In order to minimize staff loss and make them stability improving with IDC Shaw from their heart, we take some measures as below. Although some measures are still not perfect ，we are always try to make them more and more wonderful.第一，要建立组织的共同愿景Firstly（To establish organizations Shared vision）共同愿景是组织中人们所共同持有的意象或景象，它创造出众人是一体的感觉，并遍布到组织全面的活动，而使各种不同的活动融汇起来。共同愿景会唤起人们的希望，特别是内生的共同远景，从而改变成员与组织的关系，它不再是“他们的公司”，而是“我们的公司”。这样，员工就对企业有了高度的认同感和忠诚感，而缺乏这种认同感，企业只能留得住人而留不住心。Shared vision is held together by people organization in the image or picture, it created all feeling, and is one of the activities throughout organization overall, and make all sorts of different activities blends together up. Shared vision will arouse peoples hopes, especially the common vision, thus endogenous changes member and organization relationship, it is no longer their company, but our company. So, for enterprise employees were a high degree of identity and loyalty, and lack the identity, enterprise can retain people and keep the heart.IDC一直秉承這樣的管理理念，在每月月會上進行員工的培訓及共同愿景的燻陶。或许我们可以在这一点进一步讨论来分享我们的想法？IDC has been adhering to the management idea, In monthly meeting we do training of the staff and common vision edification. And maybe we need to discuss more on this matter to share our opinions?第二，要为员工设计职业生涯规划。（To design career planning for employees）提供职业生涯机会的评估，帮助员工设定职业生涯目标，制定具体的行动计划和措施，在企业与员工互动的过程中营造企业与员工共同成长的组织氛围，使核心员工清楚地看到自己在组织中的发展道路，对未来充满信心和希望，而不至于为自己目前所处的地位和未来的发展感到迷茫，从而有助于降低流失率。Provide career opportunity evaluation, career goals set helps employees, formulate concrete action plans and measures，In the enterprise and employees in the process of interaction with the employee growing together build enterprise atmosphere, make the organization core staff clearly see themselves in the organization development road, confidence in the future and hope, and not for your current of the position and the future development of feel lost, which helps reduce employee lossIDC在接下來建立员工的个人职业表现发展档案（PPDF），它为员工设计了一条经过努力可以达到个人目标的道路，包括了个人情况、阶段性的目标及为实现目标所需要的技能等条件，有效地将公司发展和个人目标实现结合起来。现在IDC人力资源部门正在尝试建立员工表现发展档案。Establishing employees personal and professional performance development PPDF), it files (for employees to design an individual goals can be achieved by the road, including personal circumstances bouts of target and to achieve target the skills required for conditions such as effectively put the development of the company and individual goals together.IDC HR persons will try to establish Personal Performance Development File.第三，利用培训和开发来激励核心员工。（Using the training and development to encourage key employees）IDC查閱數篇世界经理人文摘网站並且得出相關數據顯示：在所提供的7项福利（医疗保险、退休保障、住房及补贴、带薪休假、业务用车、进修和培训机会、子女教育津贴）中，43%的人首先选择了进修和培训。现在，进修培训已经成为许多员工重视的一个条件，对于高素质的员工而言，与良好的进修培训机会相比，薪水反而显得不是最重要的了，因为他们不仅仅是为了通过工作赚钱，更希望通过工作得到发展和提高。The provided seven welfare (medical insurance, retirement security, housing and subsidies, paid vacation, transport, education and business training opportunities, children education allowance), 43 percent of them first choose the education and training. Now, further training has become one of the conditions of many of the employees, for attention for high quality staff, and good education training opportunities, salary but appear compared is not the most important, because they are not only to through the work to make money, the more hope that through work for development and improving.IDC公司现在正在努力建立培训机制并且设立培训专管员职位，这样会让员工有目的学习并且尽快适应公司文化和体制，让他们对于公司及自己充满信心和希望，这样促使和工作一起发展。IDC are trying to establish a training system and establish the position as training specialist . The training specialist are responsible for training them and let them know the company culture and company system. And also let our employees know how to do the job and how to do it very well. Let them feel we are care about them very much and let them are confident with our company future and themselves. If they feel we are family from their heart and they will most willing to do their job very well.第四，建立动态的绩效评估体系，提供有竞争力的薪酬水平。（Establishing the dynamic performance assessment system, and offer a competitive salary level）员工一般都希望能够在企业里充分发挥自己的能力，自己的工作能够得到企业的及时认可，在事业上有成就感和满足感。因此企业需要建立一套完整的绩效评估体系，及时对核心员工的工作进行评价。员工的绩效水平应在薪酬上得到体现。Employees are usually hopes to in business give full play to ones own ability, their work can get timely recognition, enterprise in career achievement and satisfaction. Therefore enterprise need to establish a complete set of performance evaluation system for timely evaluate the core staff work. Employee performance level should be reflected in salary.现在IDC做了一些绩效评估方面手册比如生产质量的绩效评估，生产产量的绩效评估及办公室执行工作任务的绩效评估。这样的话生产车间的两班就会相互竞争来获得更高的产量及良率。包装和验布人员就会更加严格和仔细的验布来保证质量。Now IDC drawed out some dynamic performance assessment handbook such as quality control assessment and production assessment and officers . If we do so, all shifts will try to do perfect to get rewards. The inspection persons will take much more seriously and make our product quality assured.第五，工作内容激励（Working content incentive）让员工长期从事没有挑战性的工作会使他对原有工作失去兴趣，用晋职来奖励在技术上有重大贡献的研究人员也不能达到理想的激励效果。IDC查閱相關管理網站數據顯示： “想尝试新工作以培养其他方面的特长”被列于众多原因之首。减少这种原因引起的流失可采用的激励措施有：通过工作内容丰富化和工作内容扩大化消除他们对单调乏味工作的厌烦情绪，激发核心员工的积极性和创造性；有意识地在集团内进行岗位轮换，实施内部流动制度，这样既有利于个人发掘潜能，找到自己最适合的岗位，亦有利于工作的创造性发挥，实现人和岗位的最佳配置。IDC现在正在尝试做这方面的工作，管理人员会定期跟公司工人进行约谈并且了解他们的心情和他们对于未来的规划。IDC会对他们的规划及想法进行评估并且在可能的情况下帮助他们实现。Let employees engaged in not challenging work will make him lose interest in original work, to reward with academic in technology have made significant contributions to the researchers also cannot achieve ideal incentive effect. IDC refer to the relevant management website data shows: want to try new work to cultivate the other aspects of the specialty is listed in the many reasons. Reduce the causes of loss employees can use methods are: through the working content more colorful and working content to eliminate them utterance drab boredom, inspire working enthusiasm and creativity of the key employees; Consciously in group within the job rotation, implement internal flow system, such already to individuals find their potential, the most suitable jobs for work, and creativity, realize the optimal configuration and jobs.IDC are now trying to do this matter on the aspect. Manage, production manager and supervisors will regular interview employees such as frequent degrees for the supervisor is once a week and for production manager two weekly and manager monthly. They will try to know how mood the staff is and what are their future plan and how the life going? IDC will evaluate their plans and ideas and try to help them to make them come ture. 第六,招募本地員工為主（Recruiting local employees primarily）本地員工有他們的家人在本地，還有他們的一些親戚朋友及房子。如果一個工人推薦一個本地人員入職我司並且試用期3個月通，給推薦人獎金300元，如果被舉薦人試用期過後滿1月，举荐人可得到另外900元奖励。Due to local employees family and relatives here and especially they have house here and they are much more stab