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保安公司如何才能更好的留住人才?

点击次数:    发布时间:2018-01-09来源:http://www.bzzhongtebao.com
对策一:确立以人为本思想,注重企业文化建设。没有文化的人叫文盲,没有文化的企业叫企盲。服务行业的特点就是要建立属于自己的独特企业文化,其实,企业文化都是建立在人本管理的基础上的。所谓人本管理,简单地说就是以人为中心的人性化管理。其中心思想就是要充分尊重每一名员工。只有满意的员工才能带来满意的客户。
Countermeasures 1: to establish the idea of "people-oriented" and to pay attention to the construction of enterprise culture. People without culture are called illiterates, and enterprises without culture are called blind. The characteristic of the service industry is to establish its own unique enterprise culture. In fact, the enterprise culture is based on the human based management. The so-called humanistic management is simply the human centered humanized management. The central idea is to fully respect every employee. Only satisfactory employees can bring satisfied customers.
保安公司向客户提供的产品就是保安服务。因此,实施人本管理,是保安公司的必然选择。公司怎么对待员工,员工就会怎么对待客户。著名的万科物业提出:“先有满意的员工,后有满意的顾客”。
The product that the security company provides to the customer is the security service. Therefore, the implementation of human management is the inevitable choice of the security company. How the company treats its employees and how the employees treat their customers. The famous Vanke property is put forward: "there are satisfactory employees first, and then satisfied customers".
要求:我们的服务要“持续超越顾客不断增长的期望”。所以,保安公司要从物业公司引进一些先进的管理理念,在工作中力求做到“业主、保安员、顾客”三满意,惟有如此,保安公司才能站在市场的前端,持续发展长盛不衰。
Demand: our services "continue to surpass the growing expectations of customers". Therefore, the security company should introduce some advanced management concepts from the property company, and strive to achieve "three satisfaction" among the owners, security guards and customers in the work. Only in this way, can the security company stand at the front end of the market and continue to grow and thrive.
对策二:实施多元化经营,拓宽保安员职业发展空间。公司为保安员制定个人发展计划,协助保安员学习各种知识和技能,特别是专业性的知识和技能。通过个人职业发展计划,使每位保安员对自己目前所拥有的技能进行评估,并考虑公司发展的需求,使自己的特长及发展方向符合公司变化的需求。通过这种持续不断的个人发展计划,帮助保安员适应公司多方面的工作及未来发展的需要。
滨州保安
Countermeasures two: the implementation of diversified operations to broaden the space for the professional development of security guards. The company provides a personal development plan for the security guards to assist the security guards in learning all kinds of knowledge and skills, especially professional knowledge and skills. Through personal career development plan, each security guard can evaluate his skills and consider the needs of company development, so that his expertise and development direction will meet the needs of company change. Through this continuous personal development program, it helps the security guards to adapt to the needs of the company's multifaceted work and future development.
对策三:制定符合企业发展的薪酬体系,逐步提高保安员的工资和福利。在现阶段,工作仍是大多数人谋生的重要手段。
Countermeasures three: formulate the salary system that is in line with the development of the enterprise, and gradually improve the wages and welfare of the security guards. At this stage, work is still an important means for most people to make a living.
既然是谋生,人们就不得不考虑收入问题。当保安员的付出与所得到的回报严重不相匹配时,跳槽也就是他们的必然选择了。此外,公司通过保安员提供较合理或者说有竞争力的薪酬,也能够提高保安员跳槽的机会成本,有效地抑制保安员流失。同时,高薪也能吸引外部优秀人才的加盟。企业在薪酬设计上要尽力做到“三公平”(对外公平、对内公平、考核公平)。如果是因为薪酬过低或者是薪酬设计不合理造成员工大量流失,对于企业来说,绝对是失败的。
Since it is to make a living, people have to consider the problem of income. Job hopping is the inevitable choice when the pay of the security guards does not match the returns they get. In addition, the company can provide more reasonable or competitive salary through security guards, and it can also improve the opportunity cost of security staff job hopping and effectively curb the loss of security personnel. At the same time, high salary can also attract foreign talents to join. In the salary design, the enterprise should do its best to achieve "three fair" (fair, fair, fair). If the salary is too low or the salary design is unreasonable to cause a lot of staff loss, for the enterprise, it is absolutely a failure.
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