Knowledge of human resource management: Do you really need to recruit new employees?

1. Re-check whether the structure setting or division of labor within the organization is reasonable. 2. Are the people recruited to fill the vacancies left by some resigned people or to meet the needs of a new business? (1) If it is to fill the vacancy left by the resigned personnel, then finding the real reason for leaving the company should also be two aspects of this process. 3. Re-examine whether the internal personnel and organizational structure of the company are reasonable. If it is unreasonable or redundant, can the redundant personnel of the enterprise be transformed into new business personnel through training? 4. The company should consider the company's mission, vision and competitive strategy when formulating the recruitment strategy; Because different strategies of enterprises will match different human resources strategies. A. If the company adopts a low-cost strategy, it should be reflected in the recruitment and retention strategy of human resources: (1) Instead of attracting top talents with high wages, it should attract qualified employees with appropriate or lower wages. (2) Pay attention to efficiency and recruitment cost in recruitment, which is a low-cost and efficient way to recruit selected talents. (3) Retain the original talents as much as possible to reduce the recruitment cost and increase the error rate caused by the unskilled new employees. (4) Recruit people who can take up their posts immediately. (5) Reduce the training cost. B. If the enterprise adopts differentiation strategy: (1) attract top talents or innovative talents in the same industry with high salary. (2) Try every means to pay attention to the top talents in the industry in peacetime, or use headhunting companies to attract the needed talents. (3) Actively communicate with key employees in key positions of the company to understand the needs and retain talents. (4) For the talents that the company needs who have worked in the company, the company can invest in training potential capable employees. C. If the enterprise adopts diversification strategy: (2) Actively adjust personnel from within the company to obtain the requirements of new business personnel, or actively understand the target group of talents needed by the company's new business from the outside, so as to recruit suitable personnel quickly and accurately. (3) If new business is rare at present, human resources should actively prepare for training and reserve necessary talents for the company's new business. Besides recruiting new personnel to ensure the completion of the company's business, what else can we do as human resources personnel? How? In order to make the company's human resources distribution more reasonable, the personnel demand more appropriate and the cost control more reasonable, this is a problem that the human resources department needs to consider and solve. Make a reasonable analysis of the departments that need personnel, help the departments that need personnel to find suitable personnel, and rationally allocate enterprise personnel ... this is a problem that recruiters in human resources departments need to think and act on. Editor: Zhang Yao