What do they want employees from their work and their company? If the HR manager would concentrate on the answer to this question, companies could develop better strategies for attracting, recruiting and personnel management. The statistics indicate that, in recent years, one in three employees changed job expressing dissatisfaction or to have had a better proposal. In many cases, they are top talent to leave their companies.

In general, there are three key points on which we wish to reflect in this article:

• Companies need to find out what want their best employees
• A significant increase in income is crucial
• Employees want the opportunity to work for a company with a great reputation.

Personnel Management: what evaluate a talent to accept a new job?

In our long experience in human resources management, we have identified the elements on which the workers pay a lot of attention. And this concern their role, and what offers the enterprise:

1. The ability to grapple with what they do best
2. The degree of balance between work life and personal well-being
3. The safety of workplace
4. A satisfactory economic return
5. The opportunity to work for a big brand or a company that has a high reputation.

In particular, we want to focus on the last two items listed because we believe they are the most significant for the employees, but also for the companies themselves.

The increase in income

Both the people, both the companies can not overlook the importance of the salary question. And the topic should be addressed, by both, already at the time of the interview.

First, the company must be able to identify the type of contribution that a candidate can give to the company. Clearly, not all employees have the talent or qualifications to play a role as a leader. However, the increase of salary, in this case, can stimulate employees to better themselves.

In this sense, the best strategy is based on a custom compensation, which reduces the economic pressures for the enterprise and the psychological ones for the worker. A similar strategy can be implemented via a system of promotions and rewards based on the achievement of predetermined levels.

The importance of the brand and reputation

Regarding income, the issue affects mainly male employees and the generation of Millennials. The question of the good name of the enterprise, however, affects far more women and the rising generation, or so-called baby boomers.

A company with a great brand and / or a great reputation can create a sense of identity and belonging, very useful to keep in house talents. Many employees, in fact, would like to say:“I like what my business is.”

If employees do not believe that their company can successfully support its trade mark or its reputation, they will probably be encouraged to look for a different job.

Again, the question occurs already at the time of the first interview. Both candidates, employees and even more companies, must have a clear idea of what the company represents.

Outsourcing: personnel management has never been so easy!

Become aware of a problem of organization in business does not mean being able to solve it.

Especially as regards the management of staff, companies are required to deal with different issues. First, their ability to pay. Second, it is not easy to put all agree.

Women and men, in fact, in the current historical context, have virtually the same needs. The responsibilities now are equal in family and the ambition is at the same level. Ditto capabilities. Another element to consider is the possible coexistence, in the same company, from generation to generation approach the work in a totally different way, for obvious cultural reasons.

Ultimately, human resource management can not be improvised. If you want to manage costs and resources in an optimal manner and without wasting time, you should consider the Outsourcing as one of the best possible solutions. Contact us for advice and together we will create the best possible management plan for the success of your business!