1. ICM aims to identify the risk of churn in its early stages, as it is cheaper to gain the loyalty of an
employee early in their carreer rather than have to improve the culture once it has soured. It is more productive to have a motivated workforce from the start rather than having to provide incentives to prevent people from leaving.
ICM旨在识别生产处于早期阶段的风险,因为它是便宜的忠诚员工在他们的事业上,而不是改善早期文化一旦恶化。
是更有生产力从一开始就积极的劳动力而不必提供激励措施阻止人们离开。
2.
A worker is more likely to churn if he or she was connected to other former employees who have churned. Thus churn seems to diffuse from employee to employee, so identifying those that are likely to churn is valuable information to prevent further churning.
一个工人更有可能生产如果他或她与其他前
员工有搅拌。
因此从员工流失似乎弥漫
员工,因此识别那些可能产生有价值的信息
防止进一步的生产。
3.
One HR issue is matching employees to the right position such that their knowledge and abilities can be maximized. Currently each employee gets an annual evaluation based on performance as judged by the supervisor. These ratings are currently not used by the HR office.
一个人力资源问题是匹配到正确的位置,这样员工
知识和能力可以最大化。
目前每个员工得到了一个
年度评估基于性能根据主管。
这些
评级目前不使用的人力资源办公室。
4.
ICM recognizes that middle managers (Junior Managers, Experienced Supervisors, Inexperienced Supervisors) often feel stuck in their jobs with little opportunity to advance, causing them to leave the company when they find a comparable or better job. These mid-level positions are critical ones that unfortunately suffer high turn-over (twice the average rate of the rest of the company) and seem to need filling all the time.
ICM认识到中层管理人员(初级经理,经验丰富
监事、没有经验的监事)经常感到困在他们的工作很少
机会,使他们离开公司时,他们找到一个
类似或更好的工作。
这些中层职位的至关重要
不幸的遭遇高营业额(其余的平均水平的两倍
公司),似乎需要填充。
5.
Recruiting good people is difficult, time consuming and expensive. ICM usually has only 85% of its 370 positions filled at any time and, because of administrative delays and office capacity and internal promotions, the HR office is actively hiring about 8-10% of the ICM positions (about 2/3 of the current vacancies).
招聘优秀人才是困难的,耗时和昂贵的。
ICM通常
只有85%的370个职位里在任何时间,因为行政
延迟和办公能力和内部晋升,人力资源办公室正在积极招聘
大约8 - 10%的ICM位置(大约2/3的当前职位空缺)。
6.
In order to move up into the higher management-level positions, people are currently required to
have several years of experience in the company at specific levels and types of positions. This can pose major obstacles for the HR department.
为了提升到更高的管理职位,人
目前需要数年的经验在特定的公司
水平和类型的位置。
这可能造成人力资源的主要障碍
部门。
7.
The churn rate has been increasing steadily, especially for middle managers. The ICM HR manager sees this as the biggest challenge the company faces. The CEO panicked when hearing that the current churn rate is 18% per year.
8. Because ICM is always worried about being short-handed, marginal and poor employees are allowed to stay on in an attempt to lower the churn and, therefore, very few employees are relieved or fired. This results in lower quality employees who often stay with the company for a full career. This quality issue is causing concern with the management, but no one seems to have a solution. 9. Your organization is proud of its modest CEO-to-worker salary ratio (i.e., the CEO salary is approximately 10 times the median of the salaries of all the employees in the organization as compared to hundreds of times the median as found in many companies).
流失率一直在稳步增加,尤其是中层管理人员。
ICM的人力资源经理认为这是该公司面临的最大挑战。
首席执行官惊慌失措当听说目前的流失率是每年18%。
8。
因为ICM总是担心被人手不足,边际和穷人
员工被允许呆在为了降低生产,因此,
很少有员工免职或解雇。
这将导致低质量的员工
他们经常在公司呆一个完整的职业生涯。
这是造成质量问题
与管理有关,但似乎没有人有一个解决方案。
9。
你的组织是其温和的ceo给工人的工资比率(即感到自豪。
,
CEO的薪水大约是10倍的平均工资的
组织中的员工比数百次中值
发现在许多公司)。