This year, though influenced by many factors, some enterprises in our city have declined in order. Therefore, the enterprises' development is in a predicament, but many enterprises rely on hard work, not only get "strong and strong bones", but also gradually embark on the road of healthy development.

Mr. Cheng is a human resource manager who walked out of a clothing enterprise in the field of Peng Xiu Tian a few years ago. He chose to leave at the very beginning. He thought that the enterprise had not yet broken away from the traditional enterprise mode. It was somewhat hesitant or even complacent.

What he did not expect was that in a short span of two years, especially since this year, the enterprise has come to a "leap forward" and has entered the ranks of enterprises with strong market competitiveness.

This year, the company's orders have not been reduced, but also several times over last year.

Mr. Cheng was very curious, and went to learn from his old family. The boss told him that the company had strengthened its study and changed its original business mode. Its thinking and vision were wider than before.

Reporters learned in the interview that the magnificent turn of the above enterprises is only a microcosm. Many Shishi enterprises realized that under the pressure of market competition, enterprises' decision-making level and management level should only be constantly "quenched", and learn from and learn from advanced management concepts and management methods of modern enterprises, so as to make progress.

In the final analysis, it is the competition of talents. If a company has a large number of professional and technical personnel who are always at the forefront of the market, they can bring invaluable value to enterprises, and training talents will become a major event for enterprises.

Although the training of talents is the slogan of every enterprise shouting on their lips, there is still a great deal of difference in implementation.

Some business owners like to hold a person to be a treasure, to use a person in the end; some bosses are in time to understand the market situation, and abandon some "old talents" to replace or supplement some more vigorous and creative "new talents" in time.

Under the current fierce market competition, many enterprises have boldly chosen the latter, and let some young new faces "master the government", showing the rational thinking of business owners and reasonable grasp of talent echelon construction.

To solve the problem of "helmsman", the next step is how to create an environment for people to keep their hearts together and how to unite their employees' hearts so that they can create value for the whole enterprise.

Since the beginning of this year, the international and domestic market situation has changed dramatically, and the market risk of enterprises has been unprecedentedly severe.

Some enterprises in Shishi realized that the simple way of caring employees can no longer attract employees. They must adapt to their latest needs and make plans for their future so as to truly leave their employees' hearts in the enterprise.

In recent interviews, reporters learned that many enterprises in Shishi have launched new initiatives in order to retain their employees and gather people's hearts. For example, some enterprises provide personal insurance to their employees, send their employees to study abroad, some enterprises arrange children's enrollment for their employees, and if their children are admitted to University enterprises to give cash rewards to their employees, some enterprises arrange outstanding apartments for employees with outstanding performance, so that excellent employees can go to management positions.

Editor in charge: Yang Jing