restaurant board Personnel changes in lighting com

[ypt884bd]

The end of 2008 a list of some personnel changes in lighting business
From December 2008 onwards, various rumors and the media turns to light, general manager of TCL Kun Liao volume to the left of the the TCL in the industry have a strong influence, the general manager at the dealership to replace outgoing different versions, some said the total Liu to step down because of economic reasons, others said the resignation does not always take the initiative Liao dry, spread out all kinds of claims.
I know, from the second half of 2008, personnel changes began to storm surge in the lighting business in some emerging new businesses to join high-level managers resign, skilled workers quit the event, but this phenomenon are still continuing. personnel changes in storm and did not let the financial crisis led to changes in business efficiency as the focus of discussion is more widely discussed: the internal management of enterprises qualified? Personnel changes mean a new round of corporate restructuring? Or business bears a larger ice plan?
As we all know, any business should be people-oriented, a successful business and external environment need more balance and coordination. and personnel changes, the executive turnover will usually bring some negative impact on businesses, which causes panic, staff turmoil. However, on the other hand, business development and personnel changes are normal, enterprise development, you need to constantly bring in new blood to activate the power.
Need to join the new backbone of the enterprise development
Although the changes on the general manager of TCL have many different versions, but the news is released outside TCL: December 31, 2008, the TCL Group of home electrical appliance industry,restaurant board, for lighting and Guangzhou Nanyang restructuring, the establishment of TCL Lighting division, became Yimin lighting, general manager, Liu Kun is currently deputy general manager of TCL Lighting Electrical Division. It is reported that Li Yimin, since 1990 and joined the TCL, there is a wealth of management experience, served as president of TCL Group, deputy director, director, Huizhou TCL Home Appliances Group Co., Ltd. Vice President. TCL, announced that the Group's strategic development of this move is the need, in the hope to reverse the TCL light in recent years has hovered around 2 billion in sales.
Change is indeed a high-level corporate moves to revive a new round, it can bring new business to activate the power. According to investigation, Shanghai Bronte in the years there have been more personnel changes. 2008 年 11 months, their former NVC lighting brands - the cause of generation of lighting Liuteng Ping, general manager, joined the Shanghai office of marketing and general manager Bronte; October 2008, former Production Manager Shanghai Green Resources Zhang and all joined the Shanghai Bronte, he served as Product General Manager.
For this series of changes, Li Feng, chairman of Shanghai Electric Co., Ltd. Bronte explained: The company set up vertical management model - front and back, which is two blocks from the marketing and production of both executives, short of basic sectors in place.
personnel changes the company is determined by the needs of rapid development of enterprises.
Bronte's personnel structure from a higher tends to be more rational development, which needs to introduce more high-end talent. This year in particular, many industry personnel changes
It is understood that the industry suffered a recession in 2008, many enterprises in order to ease the pressure, there has been a pay cut in the state, which also produced the phenomenon of leaving many executives, lighting companies are not escape. executives resigned a short time can cause emotional instability in some departmental staff, directly affecting the work results. Second, the current situation, the employee benefits and the bonus is not as in previous years. these relations to each worker the vital interests will result in staff and corporate human resources managers place little friction. personnel changes resulting incentives.
In addition, the end of 2008 to early 2009, large enterprises face is lighting a period of change, many enterprises in the industry experienced a slump after the ice began to prepare a new blueprint for planning and development. particularly in early 2009, many companies are making a good new goals and marketing plans, personnel reorganization is imperative. From the perspective of enterprise development, poor performance out of managers, the introduction of talent, not only reasonable but also very important.
Three recommendations to address the personnel changes
Process of enterprise development is normal personnel changes, or decline due to the development of enterprises will be faced with changes in the pattern of personnel. According to experts, senior executives have been left guessing why, in addition to the economic crisis, declining corporate performance, the various problems within the enterprise for employees bear the interference under the personnel crisis turmoil, executives leave Dengjun is the cause. These problems have dogged the company is also the most. We should understand the situation, personnel changes a correct understanding of this phenomenon.
Recently, the leading human resources outsourcing business is easy only group of experts,restaurant signage, personnel changes for the storm to bring the issue to the enterprise to make a few suggestions:
1, how to deal with corporate executives leaving?
Suggestion: pay attention to rationalization of the structure, a reasonable risk control. First of all, companies can improve the floating part, such as long-term part of the pay scale, etc., to further rationalize the salary structure, and to attract and retain talent, appropriate to reduce the current cost pressures companies. In the current environment, further underlines the importance of long-term incentive.
Secondly, in the executive's performance evaluation, the company's board of directors and shareholders should not only focus on profit levels, but also concerned about the authenticity of the book profit and the company's security and stability operations. executive pay and incentives to support the ultimate goal is to achieve business strategy. should be examined before the executive compensation strategy, whether explicitly clear to the executives painted a blueprint for future business enterprises and reached a consensus on future development of enterprises under the premise of agreement, executives will be more easy to understand and support the company's compensation strategy development.
2, how to solve the problem of employee salary?
Recommendation: the economic crisis, companies must be reduced payroll, employee benefits and the bonus is not as in previous years. At this time, companies need to adjust salaries. But what companies should adjust? Tone frame! The first to seize the most profitable company this year projects, to contribute up to employees, their wages will be given special protection; for the second position of the employees, wages to be reduced . But this method is not easy,
3, the crisis of how to deal with human short-term vacancies?
Suggestion: staff training,display stands, public school exchanges, study abroad, these short-term or one year of human mobility, changing of the guard, rotation, will allow enterprises to short-term manpower vacancies for this vacancy please a fixed staff of the enterprise is very in a recession, many companies have begun to consider short-term leasing of talent, and received very good feedback. the use of employee leasing, that companies can save labor costs, but also to provide staff with more job opportunities, is that both sides are very happy to accept the approach.