A photovoltaic solar photovoltaic application technical staff departure cost how high?

Generally speaking, the core technology talents loss, at least 1 - The recruitment period of 2 months, 3 months of adoption, six months into the period; In addition, there are more than 40% failure rate.

after employee leaves his post, solar energy, from looking for a new man to smoothly to fit in the cost of replacement alone as much as 150% of departing employees salary, if leave the management cost is higher.

authorities estimate, an employee turnover will cause the idea of produce about three employees leave, according to the calculation of the line % of employees is looking for a job. If the employee turnover rate is 20%, 60% of employees is looking for a job.

in 2 weeks, the actual condition and expected new employees see the larger gap, these include company environment, orientation, treatment, system and so on all aspects of the first feeling. Actual situation in the job interview, as clear as possible, don't hide nor rendering, let new employees can objectively know his new club, so you will not have a huge psychological gap, don't worry about his new people to come, always do not leave the road.

then put into the position of each link working systematically comb, from recruitment to inform induction, reports, orientation, and department of choose and employ persons, fully considering the couple's feelings and inner demand, system planning and introduces, let the couple feel be respected and valued, let him know he wants to know the content.

this may indicate the company's position Settings, responsibilities, qualifications, interview standards, as well as some problems, which is need to carefully review the reasons, in order to remedy in time, reduce the invalid labor recruitment link.

in six months, mostly related to direct superiors. HR managers to think of some way to get the company leadership training, to understand and master the basic leadership should have quality.

managers to understand the advantage of the lower, solar energy, and let his advantage and responsibility to match, its biggest impact for the company, at the same time also let employees reflects his value.

a good manager is a coach, he has obligations and responsibilities the potential and advantages, and develop subordinates, be subordinate important driver of success.

the same department in a leadership results may be completely different, the same may be opposite a group of staff performance, a possible combat effectiveness, passionate, another might complain about all over the sky, frequent team, departure.

direct supervisor should be the first to know of all kinds of trends and tendencies, his words may solve the problem also can cause contradictions, if there is no handle, team morale drop, fighting capacity decline, will enter the bad circulation. Thus leaving employees more team within 1 years, should pay attention to his immediate superior may be wrong.

2 years, the general has relationship with the enterprise culture. When employees generally have fully understand to the enterprise, a variety of ways, interpersonal relationship, the humanities environment, authorization, career development and so on are very comprehensive, including company strategy, the boss's interests.

as a enterprise, every three provinces in my body, to detect the adverse factors within the company, photovoltaic (pv) grid, the company is not in the size, all need a good working atmosphere for employees.

　　3- Departure is related to career development for five years. Can't learn new knowledge and skills, pay rise space is not large, provided no more senior positions, employees at this time the best solution is to find new job. But for enterprise, employees value at this stage is the largest, solar energy, leaving loss is bigger.

should according to the requirements of different types of staff structure, reasonable design of career development channel; Understanding of employees' psychological dynamics, listen to their voice; Professional market supply and demand, actively adjust the salary, job design, our purpose is to retain employees, other policy can be considered flexible adjustment according to the situation.

5 years of employees, increase endurance. Departing on the one hand, is a professional tire of cause, we need to give his new responsibilities, more innovation work, to stimulate their enthusiasm.

on the other hand is a personal development and enterprise development speed does not lead to unity, who develop slowly became the object to be eliminated, employees neglects learning, stagnant, must be enterprise alienation and desolate; The upside for enterprise development is slow, the staff can't open, cause a highly employees can't see the new hope, solar photovoltaic (pv) network, is bound to another job.

the above from on-the-job departure Angle consider the length of time the main reason, specific according to the actual situation to judge, even in a timely manner to adjust and control the turnover rate in the lowest, enterprise's losses will be minimal.

solar photovoltaic network statement: this information is reproduced from the power grid cooperation media or other Internet website, solar photovoltaic network published the article for the purpose of the information, does not mean that agree with his point of view or confirm its description. The article content is for reference only.

this paper statistics the September to today issued a total of 2. 85 gw pv power plant EPC and 1. 9 gw component bid opening information. Among them, the EPC project owner units is given priority to with soe/state, this also reflected from the side, in project bidding and parity, the state-owned enterprises have become the absolute main force. Specifically, CGNPC in development of 410 mw, 603 mw, guangzhou energy saving 220 mw, 345 mw, jin can group the people vote for 200 mw, 190 mw hubei energy group, huaneng power 180 mw