There is a paradox in Internet companies: when a company develops to a certain scale, the boss is willing to poach people, especially HR, from foreign companies or other big Internet companies. This logic is not difficult to understand. In order to develop rapidly, start-up companies always have a lot of gray space in terms of management and process. This is not only the advantage of start-up companies (short process, flattening, and rapid development), but when they reach a certain scale, this advantage will be overnight. It has become its short board before. In order to make up for the missed homework in the development process, many founders will choose a faster and more efficient way - directly poaching personnel directors from large enterprises with rigorous management processes and stable development. The money is spent in place, but is the effect really as the bosses think?
This microscopic story tells about a group of start-up employees who were tortured by HR in a big factory. Among them: Some companies have always been profitable, but the boss is superstitious about the culture of the big factory, and deliberately poached an HR from BAT at a high price. As a result, after the HR arrived, he emphasized a set of performance appraisal standards of the original company, and let laymen manage the experts, which led to the original company in the end. The technical post was overwhelmed and all staff resigned; Some people are mainly engaged in the creative advertising industry, but the new HR does not know how to do it. Forcing employees Phone Number List in the department will affect their efficiency and output. In the end, the company not only fails to retain the original old employees, but also loses many customers. There are also short video start-up companies, but they recruited HR from a website in the same city.
The HR thinks that shooting is to pick up the camera and take a few pictures, editing is to tap the keyboard on the computer, and even requires the new director to guarantee a monthly increase of 10 followers. 10,000, there are explosions every week, and the final result can be imagined. Here is their true story: 1. The boss is superstitious about the culture of Dachang "Let laymen take care of the experts, focus on performance appraisal, and the technical department will completely change blood and leave." Dong Heng | Event Planning | Shanghai | Working in an e-commerce company Our company is an e-commerce company with around 150 employees and its performance has grown year after year. Even in 2020, which was hit hard by the epidemic, our company's performance has hardly been affected.