What is the reason for the high turnover rate of technical positions in the company? How to improve this situation?

What is the reason for the high turnover rate of technical positions in the company? How to improve this situation?

Understand how to select talents and inject non-performing loans. According to statistical analysis, in the recruitment of employees in the United States, the average selection success rate can reach 50%, while in China it is only 20%. No one can guarantee that he is not wrong, but we can improve the success rate. As the saying goes, an excellent supervisor is half financial expert and half human resources expert. However, the reality is that many corporate managers do not understand human resources. In addition, it does not pay enough attention to the construction of the human resources system and does not have a decent human resources director. When it comes to selecting talents, it is almost all based on positivism, that is, based on feelings. This resulted in a large amount of non-performing loans being injected into the company.

After using it for a period of time, I found that it was not in the same rhythm as the company. I finally changed it again. , especially the frequent replacement of middle and senior managers. Even if they are not very good, they still remain. In addition, companies do not want to do effective performance assessment and do not have an elimination mechanism. In the end, a large number of non-performing loans are accumulated.

The humane management plan, Heng Lai Credit Book also mentioned above, after companies hoarded a lot of non-performing loans, there was no reasonable assessment and evaluation mechanism. Over time, many old white rabbits appeared and were lying on their credit. The phenomena in the book, work experience, and dedication have become the dark gray cultural creativity of the company. As long as the company does not expand, they can live a prosperous life. If a company wants to expand, it means that it needs to continuously expand and open up to introduce talents, which will touch the personal interests of these little white rabbits, and it is easy to cause troubles. The survival rate of hiring excellent talents is low. If these people don't develop trends, how can the company talk about development trends?

There is a data in the field of human resources. If the employees who have worked for three years or more account for more than 60% of the total employees of a company, it will be regarded as a serious clustering of outstanding talents, which is reflected in the style. Bad; if the share exceeds 80 or above, it is a pool of stagnant water. This shows that this company has obvious difficulties in its operation and management, and has long been on the track of decay and aging. Because there is a temperature difference, the wind can circulate. If there is no water level difference, there will be no flowing water. What is fair and reasonable? If the Tibetan Plateau is as flat as the Huanghuaihai Plain, then it will all be sewage ditches in our country.

Lack of management ability, HR takes the blame. 80% of employee resignations are closely related to relevant departments. Many companies, companies and even supervisors lack management ability. In other words, in addition to their own professional qualities, Those with poor team culture building and management capabilities are, strictly speaking, those who do not have the qualification certificate to join the job. Human resources work hard to recruit people, but they lose a lot of people because of their lack of management capabilities. Finally, they continued to put pressure on human resources. They continued to recruit and resign from beginning to end...but never noticed their own problems and carried out self-revolution.