The world's known for talents
Date：3, 8, 2018Hits：1
HP: employees' personal priorities
HP's attitude to job-hoppers is: not to blame, not to stay, to put people in, and to shake hands. HP spends a lot of money on talent training every year, and some people go into HP to "gold-plated" and learn to sell. HP's management thinks it is attractive to come. If they want to go, they won't be reassured. Moreover, IT industry has a large flow of talents, and IT is also HP's contribution to society.
HP has a flexible management system for employees' work hours. If employees have personal issues, they can be prioritized. Employees can use their home heat to try water for a half day or even a day off. If employees work overtime, they can enjoy a free dinner, take a taxi home, and the expense is reimbursed by the company.
McKinsey: establish the graduate network
McKinsey, a consultancy, has a book of alumni from McKinsey, which is a roster of ex-employees. McKinsey sees the departure of its employees as "school-leaving", with McKinsey's alumni all over the world. McKinsey's managers are well aware that, with the career development of these departed employees, they will become a potential client of McKinsey and a valuable resource. McKinsey has been investing heavily in building its "graduate network" across industries, and this unique investment has proved to be a huge reward for the company.
Bane: the tea is not cold
Bain, an American management consultancy, has set up an "old employee relationship management executive" to track changes in the career of departing employees. To record these changes, the company has also established a "former employees of relational database, information entities in North America, more than two thousand former employees, not only the change of information, including their career also includes the details like marry and have children. The company regularly sends out internal communications to employees, inviting them to participate in the company's activities. Such emotional investments are also designed to make use of these "runaway" human resources one day.
Cisco: global medical assistance
The cisco has a very special benefits - global emergency medical treatment, ensure employees all over the world can enjoy the medical security of all-weather, service content and even beyond the scope of medical insurance, all employees encounter any problems can call collect call for help.
Shanghai bell: meet the most urgent need of employees
Characteristics of sino-foreign joint venture Shanghai bell company welfare is "meet the needs of the staff is the most urgent", such as: under the condition of high housing prices in Shanghai, introduced a "interest-free loans to buy homes", help staff, employees in the company work is full after the time limit, the loan can also be halved to repay; If the employee has solved the housing problem, interested in purchase of private cars, the company to provide "special car interest-free loan", not only for young workers for emergencies, also make the service for the enterprise senior staff for many years paid off.
Starbucks: caring about employees' families
Compared with peers in the retail sector, the benefits of starbucks employees are generous. Chairman schulz to employees who work more than 20 hours a week to provide health benefits, helped plan and disability insurance, as much as possible to take care of the families of the workers, their elders and children have different methods of subsidies. The amount of subsidy is not a lot, but it gives employees a sense of concern. Employees are grateful for this and are more attentive to their customers.
ASP: free yoga classes
Workers at ASP, the American company, have the same medical, dental, and life insurance policies that can be converted into cash incentives without paid sick leave. When yoga was popular, the company started a free yoga class. Companies believe that treating employees well can improve the quality of work.
HP's attitude to job-hoppers is: not to blame, not to stay, to put people in, and to shake hands. HP spends a lot of money on talent training every year, and some people go into HP to "gold-plated" and learn to sell. HP's management thinks it is attractive to come. If they want to go, they won't be reassured. Moreover, IT industry has a large flow of talents, and IT is also HP's contribution to society.
HP has a flexible management system for employees' work hours. If employees have personal issues, they can be prioritized. Employees can use their home heat to try water for a half day or even a day off. If employees work overtime, they can enjoy a free dinner, take a taxi home, and the expense is reimbursed by the company.
McKinsey: establish the graduate network
McKinsey, a consultancy, has a book of alumni from McKinsey, which is a roster of ex-employees. McKinsey sees the departure of its employees as "school-leaving", with McKinsey's alumni all over the world. McKinsey's managers are well aware that, with the career development of these departed employees, they will become a potential client of McKinsey and a valuable resource. McKinsey has been investing heavily in building its "graduate network" across industries, and this unique investment has proved to be a huge reward for the company.
Bane: the tea is not cold
Bain, an American management consultancy, has set up an "old employee relationship management executive" to track changes in the career of departing employees. To record these changes, the company has also established a "former employees of relational database, information entities in North America, more than two thousand former employees, not only the change of information, including their career also includes the details like marry and have children. The company regularly sends out internal communications to employees, inviting them to participate in the company's activities. Such emotional investments are also designed to make use of these "runaway" human resources one day.
Cisco: global medical assistance
The cisco has a very special benefits - global emergency medical treatment, ensure employees all over the world can enjoy the medical security of all-weather, service content and even beyond the scope of medical insurance, all employees encounter any problems can call collect call for help.
Shanghai bell: meet the most urgent need of employees
Characteristics of sino-foreign joint venture Shanghai bell company welfare is "meet the needs of the staff is the most urgent", such as: under the condition of high housing prices in Shanghai, introduced a "interest-free loans to buy homes", help staff, employees in the company work is full after the time limit, the loan can also be halved to repay; If the employee has solved the housing problem, interested in purchase of private cars, the company to provide "special car interest-free loan", not only for young workers for emergencies, also make the service for the enterprise senior staff for many years paid off.
Starbucks: caring about employees' families
Compared with peers in the retail sector, the benefits of starbucks employees are generous. Chairman schulz to employees who work more than 20 hours a week to provide health benefits, helped plan and disability insurance, as much as possible to take care of the families of the workers, their elders and children have different methods of subsidies. The amount of subsidy is not a lot, but it gives employees a sense of concern. Employees are grateful for this and are more attentive to their customers.
ASP: free yoga classes
Workers at ASP, the American company, have the same medical, dental, and life insurance policies that can be converted into cash incentives without paid sick leave. When yoga was popular, the company started a free yoga class. Companies believe that treating employees well can improve the quality of work.
