Training of new employees to avoid human resource risk arising

One, thought-provoking case:

Xiao Mou is a private pharmaceutical company's general manager, almost as new products to market around the country, "recruitment", in one fell swoop recruited 60 college students just business. In order for these new employees quickly adapt to the new work, Xiaomou required human resources staff in this new day of new employee training, the main "tasks and demands," "rights and obligations", etc. After the training is also given to each were an employee handbook. The seek to be the
"Young bull" to open the new products in the market, it is unexpected is that less than a month, 60 new employees have 48 lost because companies do not humane, as their money-making machines, some also believe that Despite the high salary, but the force is too large for the new sales have no idea, no older employees with anything on my own, too hard ... ... Xiaomou did not think that the "insignificant", the new staff training down to the company laid
"Risk of seeds."

2, Case Study:

Currently training new employees for the company, a common misconception is that "do not report for work that is it! To slow down, employees will naturally be familiar to all, to adapt to everything. Why the fanfare?" According to statistics, nearly 80% of the domestic enterprises are not effective training of new employees, working on the arrangements for their appointment. Some companies even had a new staff training, but also not paid much attention, just treat it as a simple "administrative steps" too hastily and without careful, less standardized. As everyone knows, this may lead to brain drain will become a "risk of seed."
First joined the new environment, new employees once the face of many past "nothing new." Some are directly related to job duties, for example, Bu Tong's business processes, different industries, customer base; some 绠＄悊 style and business environment aspects, for example, financial examination and approval Zhiduo working than were its predecessors the Gengweifuza strictly business, Bumen between Goutong different ways, and even permission to transmit e-mail provisions are different ... ... many older workers are already accustomed to, it seems worth mentioning the details, in terms of the new employees are required to understand and adapt to the "nothing new" and in a strange environment easily emerge at a loss, disappointment, frustration and other negative emotions of the signs, the risk of brain drain also increased.

Third, the solution:

To avoid risks, it should be fast in a short time the new employee into the role of integration into the enterprise, from the "outsider" into a "business person." This requires a systematic approach through the specification making them feel respected, are concerned about the formation of workers sense of belonging, personal career development in the enterprise full of letters. Therefore, timely, standardized, comprehensive training of new employees in human resources management can ignore an important part. It is a follow-up steps to recruit personnel selection is good business to stay only a first step.
Package the idea of culture itself, culture, system culture, behavior and material culture, cultural content. New employees should be allowed in all aspects of the company have a more comprehensive understanding. In addition, the corporate culture is the accumulation and long-term employees receive the company's values and behavior recognition system, the company's culture to pass on to new entrants, allow them to quickly integrate into the company.

Currently, most enterprises training new staff, there are many problems, mainly as follows:

1, in time, inputs, training, more casual arrangements. In the latter work, no time to follow up, a finished thing, will simplify the corporate training
2, in the form, not making a normative text or notes, but unrestrained style to some preaching. Most companies have not yet set up a special department of enterprise culture, only by certain personnel or part-time administrative staff, not the work of the corporate culture system.
3, in the content, just some slogan ideas to the staff when they recite, we do not understand the content of their future importance of the work carried out, and no understanding of these concepts in a concrete manifestation of the work. Even if there is a real cultural training, is limited to the behavior of the constraints on the system and focused is not allowed to do, not on the corporate culture to focus on the real core of the show.

The first 3 to 6 months probation period for new employees is the company's investigation of, in fact, it is also confirmed to have "found the right new owner" of the self-certification period. Successful training of new staff can show to the staff enterprise penetration behavior and spiritual level, the outsider who changed the course of business, to become familiar with and adapt organizational environment and begin preliminary planning career, correct positioning of the role of talent. Enterprises should use a good new employee training in this tool, attracting thousands of people pick pick million full play "to keep people" strategy, do not let "cooked duck," and flew away.

Also known as pre-job training of new staff training, pre-vocational education, is an enterprise recruitment of employees from an outsider who changed the course of business, the staff from one group to another group in the process of integration is the process of staff to change its role. Relative to-the-job training for new staff training must cultivate a sense of belonging and loyalty to the highest priority.

Relative to the training of new employees a few years ago, large companies increasingly aware of the current employee loyalty and employee skills as well as a longer term vision also. Loyalty must be when the new staff training in order to feel the way that they can deliver.
For example, Haier, after the new workers are usually the first thing to do is: hold the old and new "graduates" will be met by the brothers and sisters experience the understanding of Haier. New people can also communicate face to face with the top leadership group the opportunity to understand the mechanism of the company's promotion, career development. New employees in the "heart with bottom" of the case is naturally easy to put a smooth attitude.

In addition, do detailed work will also help new employees a sense of belonging. As in military training when the human resources department to prepare a sour plum, to the end of training a new employee can drink. Mid-Autumn Festival, group president back from the field to spend enjoyable night with the students, these are all new employees to experience the feeling of home that the company is their second home.

In the centralized training, the human resources department to do is to allow new employees to mind he say it to form a democratic and free atmosphere, make it more confidence into the new work.






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"Adopted piecemeal measures" to enhance the enthusiasm of distributors

With the shops and markets to enhance market rates gradually mature product margins shrink seems to be a trend, but the key problem is that, due to shrinking profit margins led to active distributors decreased, it is easy to provide an opportunity for other brands. So, in my Journal of Changsha During the Forum, journalists do specifically with the number of liquor dealers of communication and exchange, found the symptoms of several products falling profits, the same time, under the guidance of an expert teacher Li Youjun, we conclude several "adopted piecemeal measures" approach, to be right medicine to enhance the enthusiasm of distributors.

Symptoms: No, do not make money, but profit margins narrow

Analyzed by distributors, will find several aspects affecting business profits: Unit profit margin, that is, how much each can sell a product; overall profits, that is, their daily, monthly, how much profit each year to money; network situation is not as soon as possible, as smoothly as possible to try to build a large distribution network.

Antidote: to clarify these points, we can take the following specific measures the actual situation:

First, the product itself to increase the distributor's unit profit. Methods are:

1. Directly reduce the supply price;

2. Indirectly through promotion to reduce supplier prices;

3. Through the regular rebate per case to increase unit profit.

Among them, the indirect method of price reduction of four: one directly giving the goods; second, giving the other specifications under the same brand or even different types of products, such as a large package to send small packages, etc.; 3 is giving away other brands and even different types of products, such as a particular brand of wine sent to other brands of liquor or beverages; fourth, giving non-food products, such as many businesses like gift umbrellas, children's toys. The carton of regular rebate in two ways: First, excluding sales, due to each box of product that a certain amount of the rebate; second is the establishment of sales Hum grade level according to Hom different products for different amounts per case rebate.

Secondly, the product itself to increase the distributor's overall profit. Methods are:

1. Through the promotion of consumer advocacy to improve the sales of distributors to enhance their overall profit.

2. By the end of the rebate to increase overall profits;

3. By helping to expand the sales network of distributors to increase sales distributors to enhance their overall profit.

At the end of the rebate is actually brought their own factory or a part of business profits to the distributors. And help distributors to expand sales network this way is easy to overlook the many manufacturers and distributors a way. In fact, this method can enhance the distributor's sales, they also can increase the depth of product distribution, distributors can also increase loyalty. Branch manager of a wine company found that, due to unhealthy competition, the county-level distributors have become very low profit margins, but most distributors in the network construction still large room for development. He then through a variety of ways to help, guide distributors to expand sales area, as the earth to establish sales networks, such as expanding the distribution of township and increase City retail points. The results, although the unit did not increase profits, but sales go up as distributors, and accordingly, their overall profit also doubled.

Third, by indirectly increasing retail prices to increase profit margins

In this competitive market conditions, fierce Di Xia, directly improve the product's retail price is not realistic, but businesses are Keyi Tongguotuichu new method of indirect or packaging specifications to improve the retail price, and then will be part of the space allocated to distributors.

Symptoms 2: lack of a sense of belonging, who pushed who profit another job

Tender for distributors generally are high-volume pick-up, scattered distribution wholesale, earned profits is limited space. Thus for the second installment in terms of distributors, who pushed who profit big on the products, while other products are able to sell, sell, make money on the line, once the narrow profit margins, positive decrease, no loyalty and no sense of belonging.

Antidote: First, alliance batches distributors.

1. To form alliance agreement. The second installment of distributors into the vendor management system, such as through dealers and distributors spread distribution of batches, back out the distribution agreement, the second installment of distributors into their management systems, policy transparency, consistent marketing, promotion Commodities decentralization, not only have a sense of belonging to batches distributors, but also to mobilize the second installment of distributor enthusiasm.

2. Marketers into the second issue of distribution channels. Work through the division of marketing personnel to adjust, so that marketing staff of the dealer management also further batches distribution channels to help batches distributors publicity channels, channel dredging, cargo segregation and terminal maintenance and management, Although products such narrow profit margins, improve sales, also increased the second installment of the enthusiasm of distributors.

Second, the establishment of regional systems of protection.

Distribution channels through the second installment of the strict division of the region to form a separate closed area of marketing and market conditions and the second installment under the requirements of different distributors, under the principle of consensus in the promotion, to spread and promotion of the fine-tuning, so that batches independent distributors to find the feeling of the market, but also to mobilize the enthusiasm of a method of dealers.

Third, the establishment of batches distributors to upgrade the system.

Distributors to create batches of different levels of upgrade system, aimed to the second installment of a bright future of distributors plan to mobilize their enthusiasm. If the market situation with sales, distribution rate, new market rate, sales growth, loan recovery and other indicators, setting up distributors to upgrade systems and assessment methods, which enjoy different standards of treatment or back out.

4, "Teach One to fish than giving the fishing."

Points for the second issue of the establishment of business training system, by providing to the second issue of the formal system of training distributors the opportunity to help distributors grow batches, to mobilize the enthusiasm of distributors batches.

5, through the customer relationship to enhance their love initiative.

Although the benefit of the main business, but the feelings of people say, usually through telephone communication to communicate by phone or SMS holiday greetings greetings, often to the distributors there, walk, chat. Sometimes the conversation does not do business just about business than the effect of the negotiations that it is better if the manufacturers or distributors to consciously improve customer intelligence relationship to the distributor positive improvement is obvious.

Three symptoms: lack of advance planning, resulting in late, "do nothing"

The face of relatively stable consumer, retail outlets to open the market, in order to survive, the most likely to fight a price war is the simplest and most effective weapon is to take best-selling product price war. Since all channels of the vicious competition, mature products in the market environment to maintain high profits is not realistic. The expanding market early due to lack of market planning, when selling goods falling profits, the profits of enterprises do not have enough space to add, it will cause similar problems encountered when companies "do nothing."

Antidote: first, manufacturers and distributors marketing objectives to be consistent. As manufacturers, general business market, the first consideration is to maximize sales, profit from the scale. Most dealers take into account is from a single product at a profit, thus creating a market operation conflicts.

Early promotion in the market, manufacturers rely on distributors and the second issue of the distribution channel, end retailers to promote, so the market will develop a strict, relatively handsome profit channel distribution system, because this time the dealers and manufacturers market position, the factory in a weak position, as soon as the product on the market is strong when the factory on a strong position to expand market share, manufacturers will take into account the profits of the difference channels to gain more market share, through a variety of promotions or mandatory requirements, will be reduced to a reasonable range of channel profits. Therefore, in the pre-market planning must make a reasonable arrangement.

Second, good distribution network layout. Many manufacturers in product promotion time as planning, have not done a very good distribution network layout, resulting in channel profits after the price of confusion and thus reduce the impact of the product price system stability. Therefore, attention in the following areas:

1. First of all channels to attach great importance to the planning of profit, profit margins on the products to do a long-term planning.

2. Strengthen the channel planning. Rational distribution channel network, that is, taking into account the market coverage, sales maximization, but also to take into account the stability of market prices, to avoid overlapping networks.

3. Do promotions work. Promotion should be targeted promotional activities, according to channel characteristics and the characteristics of the next level dealer to carry out promotional activities, promotional activities should be firm in principle, activity was over, the immediate restoration of the original price, efforts to take appropriate, that is, taking into account on the distribution network is attractive enough, it can not be too much. For different channels, different customers into the design of channels for promotional efforts, to carry out promotional activities, as long as the manufacturer and a distributor determination, the implementation of activities in place, the market is not random price, sales price, the channel profit is to follow factory the intention of walking.

Third, strengthen market management and services. When the market has limited profit margins, already thin profits when dealers to maintain steady sales growth, we must strengthen market management and service work, pay a return visit regularly and communicate sales outlets for distribution of large and timely communication and give some channel maintenance award, and even give up part of the network allowed the development of large batches seized the market to grasp the basic sales volume. When the market when the profit space, and more on the market to strengthen management, has continued to maintain channels of goods, short delivery promotional another pressure point, to enhance communication between service handling, sales would not have much market ups and downs.







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