Education information · 59.8% said many people around the job www.souhu.com

Education information · 59.8% of the respondents said the job of people surrounding many comic books: Li Xiaoyi "Department of several colleagues who follow the" eleven "holiday leave and maternity leave, now I’m a person responsible for the work of 3, too much for some." A foreign staff of the Beijing Liu Ying (a pseudonym) Tucao said, the company year-end bonus to now no hair, increased levels of seniority wages did not rise. She has been doing the turnover intention. Job hopping has become a prominent problem in contemporary China in the workplace. Compared to developed countries, the current Chinese workplace quit rate was significantly higher in the Internet, security, catering industry is particularly prominent. Some areas catering waiter job hopping rate has reached 50%, the industry turnover rate is reached 100%. Last week, the social survey center of Chinese Youth Daily joint network questionnaire, a survey conducted on 2003, 59.8% said the job of people around, 58.8% said the work for 2 ~ 3 employees. 66.6% of the respondents recommended enterprises for employee turnover reasons to make corresponding adjustment. 59.8% of respondents said the job of people around the "technical department before the separation of two individuals, our department and a colleague will leave next month." Liu Ying introduction, their company personnel flow is relatively large, often hear "what department Moumou and go". Survey shows that 59.8% of respondents said around the job of people, of which 8.7% of the respondents said bluntly very much, and generally less proportion were 34.9% and 5.3%. "There are three types of people leaving most. One is the initial, usually less than half a year, or even one or two months, because they do not adapt to the working environment and interpersonal communication "flashing words"; one is two or three years, have better job opportunities to go; while there is a kind of industry famous, was in high salary poached." Liu Ying summary. In Shanghai, a Financial Services Company of Wang Qiang (a pseudonym) is engaged in technical jobs, according to his observations, personnel flow is mainly concentrated in the third years, 3 years of work is not a new job, will face a fork in the road. If the unit can provide good prospects for the development of individual and salary reward, of course you don’t like to toss, if not to see it, leaving a great chance." The Research Society of Tianjin Academy of Social Sciences Institute director Zhang Baoyi said, "3 years" is indeed a critical period, not frequent job hopping, "3 years of time, have a certain experience and resources, for their own development and also laid the foundation. If there is a better development platform, as a young man, to change the environment for development, whether individuals or employers, both sides can achieve better benefit." What are the characteristics of leaving the army? 74.3% of respondents said "have certain qualifications of the staff, the second is the workplace rookie (45.5%), third senior backbone staff (35.2%). From work to life, work from 2 to 3 years (58.8%) in the majority, followed by 4 to 5 years (33.8%). Other: 1 years (29.2%), 6 to 9 years (9.1%), and more than 10 years (3.9%). Poor welfare,)

教育资讯·59.8%受访者表示周边跳槽的人多漫画:李晓宜  “部门有几名同事顺着‘十一’假期休年假和产假去了,现在我一个人负责3个人的工作,有些吃不消。”北京某外企员工柳莹(化名)吐槽说,公司年终奖到现在都没发,按工龄增加的级别工资也没有涨。她已经在做离职打算了。  频繁跳槽已成为当下我国职场的突出问题。相比发达国家,目前中国职场的跳槽率明显较高,在互联网、餐饮、保安等行业尤为突出。有些地区餐饮服务员的跳槽率已达50%,保安行业的跳槽率更是达到了100%。  上周,中国青年报社会调查中心联合问卷网,对2003人进行的一项调查显示,59.8%的受访者表示周边跳槽的人多,58.8%的受访者表示跳槽的多为工作2~3年员工。66.6%的受访者建议企业针对员工离职原由作出对应调整。  59.8%受访者称周边跳槽的人多  “技术部门节前两个人离职,我们部门还有一个同事下个月就要走了。”柳莹介绍,她们公司人员流动比较大,经常听见“哪个部门的某某又走了”。  调查显示,59.8%的受访者表示周围跳槽的人多,其中8.7%的受访者直言非常多,表示一般和较少的比例分别为34.9%和5.3%。  “有三类人离职最多。一类是刚入职的,通常不到半年,甚至一两个月,因为不适应工作环境和人际交往等‘闪来闪辞’;一类是工作两三年的,有更好的工作机会就走了;还有一类是业内有名气的,被行内高薪挖走。”柳莹总结。  在上海某金融服务公司工作的王强(化名)从事技术岗位,据他观察,人员流动主要集中在第三年,“工作3年就不算是职场新人了,会面临一个岔路口。如果本单位能提供个人好的发展前景和薪资回报,当然就不愿意折腾,若看不到这些,离职的可能性会很大。”  天津社会科学院社会研究所所长张宝义表示,“3年”确实是关键期,不能算频繁跳槽,“3年的时间,有一定的经历和资源了,为自身的发展也奠定了基础。如果有更好的发展平台,作为年轻人,改变环境寻求发展,无论是个人还是用人企业,双方都能达到更优效益。”  离职大军有什么特点?74.3%的受访者表示是“具备一定资历”的人员,其次是职场菜鸟(45.5%),第三是资深骨干员工(35.2%)。从工作年限来看,工作2~3年(58.8%)的居多,其次为4~5年(33.8%)。其他还有:1年(29.2%),6~9年(9.1%),10年及以上(3.9%)。  福利待遇低、单位发展前景堪忧、个人发展空间低是跳槽主因  对于社会上频繁跳槽的现象,58.9%的受访者认为实属正常,“机会多了,选择当然多”;47.7%的受访者觉得是企业欠缺留住员工的吸引力;46.8%的受访者认为这是追求个人发展、上进的表现。其他看法包括:一山望着一山高(37.3%);没有耐心长时间经营一份事业(37.1%);他人跳槽导致的带动效应(32.4%);留下来的是最适合的(9.9%)。  张宝义介绍,跳槽分生存性跳槽和发展性跳槽两种,“前者出于满足生活需要,后者出于个人职业发展需要。‘跳槽’是劳动力转移、人才转移的重要方式,也是产业发展不可缺少的重要条件。”但他并不赞同‘频繁跳槽’,“我们一直提倡工匠精神,都是需要在一个专业领域上能有长期的钻研。工作时间过短,应聘时也通常不会被企业视作长远培养和发展的人选。”  王强也认为,为了个人更好地发展,跳槽无可厚非。但频繁跳槽说明一个人做事无常性,而且换一份工作前后要花不少时间,“经常跳槽的人能有多少时间用来工作?怎么在相应行业领域做专?”  张宝义认为,导致频繁跳槽的主要原因是心态的浮躁。“一些人求职不是根据个人兴趣和技术能力等选择行业、岗位,而是去找那几个公认的‘好工作’,这是‘面子’问题在作祟。”张宝义说,如今工作机会多了,信息流通迅速也是一个促成因素,“身边同学朋友通常都在同一领域,也会方便他们之间的流动。”  调查中,受访者认为福利待遇低(64.0%)、单位发展前景堪忧(58.6%)、个人发展空间低(55.1%)是跳槽主因。其他依次为:为了个人事业提升(48.4%),不喜工作环境(35.7%),人际交往不顺(29.9%),增加工作阅历(28.9%),心浮气躁(19.1%)等。  66.6%受访者建议企业针对员工离职原由作出对应调整  张宝义表示,频繁跳槽员工的收益未必就高过长期稳定的员工,包括在企业成长的潜力和发展。“找工作是个费心费力的事,频繁跳槽更甚,会增加不少成本,像业务、工作环境、人际关系的适应,也分散时间和精力。而且企业也愿意将核心的重要部门、客户群等交给长期稳定的员工管理,受提拔和重用的机会也更多。”  如何应对员工频繁跳槽?66.6%的受访者建议了解员工离职原因,作出对应调整;60.4%的受访者建议精准定位核心员工,有针对性采取留人措施;52.9%的受访者建议评估员工,区分骨干、不可或缺、可有可无等类别人才;49.3%的受访者提议建立一套科学的人才使用和储备机制;8.6%的受访者认为不必理会,企业可补充更新鲜人力资源。  张宝义建议,对个人来说,跳槽应该发生在有了一定资历,对机会和时间有了长期发展的战略性把握时,这才是锦上添花。“摆正自身位置,清楚个人特长和兴趣,不能光看外在的收入、福利等,工作应该是能为未来发展储蓄资源和能力的。”关于企业,他认为企业一定要让员工看到希望,“承诺的待遇、薪级和职级调整都要兑现。同时企业在管理上对新进员工要尊重,像刚毕业的大学生,如果不能满足基本的吃住等生存需要,也会被逼着跳槽。如果职员流失,新人培训、新人工作效率不高等成本其实非常高,这是企业的损失。”  受访者中,未毕业的占4.7%,已工作的占93.0%,待业的占2.3%;居住地在北上广深的占32.3%,其他一线城市的占18.0%,二线城市的占30.6%,三、四线城市占17.7%。(中国青年报)相关的主题文章: