Constructing a perfect human resource management platform can help enterprises to truly cultivate and retain the talents they need with excellent talent training mechanism, enterprising cultural atmosphere, fair competition internal environment and broader career development space. No system exists in isolation, and the training system can only give full play to the effectiveness of training on the basis of a sound salary system and performance system. After receiving the training, many employees' skills and management ability have really improved, and enterprises can no longer measure these employees who have created greater value for the enterprise with their previous values. Instead, they need to further improve the performance appraisal system, so that the ability and performance of employees can be improved, and the corresponding salary should also be linked to the performance results. This measure can avoid the phenomenon of "learning and not learning the same, doing well and doing badly", and employees will be more willing to stay in the enterprise if their work value is reflected.
Second, improve the pertinence of selecting training objects, training forms and contents.
When selecting training objects, it is mainly to select suitable employees for training according to the development needs of the company. We can also establish an employee training fund account mechanism, and allocate the amount of training funds according to the performance of employees, and the funds will be managed by the company in a unified way. Employees can apply for training by themselves, which can help the company to retain employees to a certain extent, make employees cherish training opportunities more and improve the training effect. In the selection of training content, it is also close to the reality of enterprise management and business to the maximum extent, so that employees can actually apply the training results in enterprises after receiving training, give play to their professional skills and reflect their own market employment value.
Third, combine the development of employees with the development of enterprises.
For some managers whose training ability has been significantly improved, enterprises should provide them with a broader stage to display their talents, which is also an important condition for enterprises to retain employees after training, and require training managers to find the best combination between the needs of employees and the needs of enterprises. The company can also help employees plan their own development in the enterprise and design a set of career development channels for employees. Combining employee career planning and design training, let employees realize that training is really beneficial to their own development, and they can constantly apply what they have learned in their work and grow rapidly. At the same time, the company provides more room for development, and employees will work in the enterprise in a down-to-earth manner. The training of existing reserve management teams in some large enterprises has made a comprehensive design for employees' career development, which is one of the reasons why they can retain employees and create greater value for enterprises.
Fourth, design personalized training for enterprises.
Today, talent is the core competitiveness. If an enterprise wants to cultivate its core competitiveness, it must develop its unique skills for key positions and core employees according to its strategic needs. According to the future development needs of enterprises, enterprises can actively train employees in key positions, strengthen the cultivation of employees' unique skills, and establish personalized learning plans that are more beneficial to enterprises than other mass enterprises. After receiving this personalized training, employees can improve their job performance in the original enterprise, but it may not be effective in other enterprises, which reduces the attractiveness of other enterprises to provide jobs for employees.
Fourth, establish a reasonable and effective exit restraint mechanism.
The most basic method is to standardize the training agreement system and reduce the risks brought by training. For example, employees should sign a training service agreement with the company before receiving training, stipulating the minimum service life in the company after training and the compensation scheme for breach of contract. In addition to material constraints, we can also establish a more binding moral contract with employees by strengthening the construction of corporate culture and reducing employee turnover.
Fifth, optimize the work design.
When designing jobs, we can take some measures such as rotation system or cross design for some key positions, so as to make the work more diversified, keep employees fresh all the time, and stimulate their interest in challenging themselves in different jobs. In diversified work, employees can also feel the gap between themselves and the job requirements, thus stimulating the demand and motivation for learning. In this system, employees will also maintain a good impression on the enterprise and will not leave.