Let’s discuss why a company recruits all year round

Explain that this company has four main problems in recruitment: ?

First, the purpose of recruitment is unclear. Many people do not know what they should do within a period of time after entering the company. What. ?

Second, unplanned recruitment damages the corporate image, and employees feel that they have not received the attention they deserve.

Third, the continuous recruitment of new employees puts tremendous pressure on old employees. ?

Fourth, frequent inflows will inevitably lead to frequent outflows. Employees on the job have no sense of security and loyalty and secretly look for job-hopping opportunities.

Just like the insurance industry, they recruit all year round. One is that the turnover rate in this industry is extremely high, and the other is that it requires a large number of salespeople.

To plan human resources, it is necessary to grasp the future situation, and the future is very uncertain. Therefore, human resource managers can only make a description of the future as close as possible through prediction. In human resource planning, the most critical ones are human resource demand forecast and human resource supply forecast. They are the basis for formulating various strategies, plans and programs and occupy a core position in human resource planning.

According to the enterprise's development plan and the internal and external conditions of the enterprise, select appropriate forecasting technology to predict the quantity, quality and structure of human resource needs. Zhongxu Culture Network? First of all, predictions must be made based on internal conditions and external environment and must be consistent with reality; secondly, predictions serve the development planning of the enterprise, which is the purpose of predictions; thirdly, appropriate choices should be made Forecasting technology, forecasting must consider scientificity, economy and feasibility, and make choices based on all aspects; finally, the content of the forecast is the quantity, quality and structure of future human resources, which should be reflected in the forecast results.