Since my country's economy has entered the "new normal" and the economic growth rate has entered the "shifting period", Shennan Microelectronics, as the main force of the Chinese economy, is also facing some pressure, especially after the Year of the Goat, the Pearl River Delta "employment shortage" " and the reappearance of "recruitment fever", if Shennan Microelectronics wants to win long-term, stable, and even greater development, how to attract talents, retain talents, and prevent the loss of talents has become a topic that Shennan Microelectronics must think about and pay attention to.

Taking precautions, the decision makers of Shennan Microelectronics have a forward-looking vision. Mr. Hu has always been adhering to the people-oriented thinking and giving employees enough humanistic care, so that employees can find the feeling of "home" in companies thousands of miles away even if they are far away from home. To enhance employees' sense of belonging, sense of identity, and sense of accomplishment, and then devote themselves to their work wholeheartedly to promote better and faster development of the company's various businesses. So what good measures has Mr. Hu taken in terms of employment?

1. People-oriented, think for employees, respect employees, love employees, and protect the various interests of employees.

1. Serve employees wholeheartedly and solve their worries. Most of Shennanwei’s employees are young and promising college graduates who are far away from home, full of ambition, lack of economy, and weak social experience. They are eager to find a feeling of "home" after devoting themselves to the metropolis. Mr. Hu, as a People who have been here have empathy, so Mr. Hu decided to provide free accommodation and meals for every employee in need of Shennanwei, so as to reduce the pressure of employees' survival, so that employees have no worries and devote themselves to the company's various tasks energetically. .

    2. Adhere to people-oriented and give employees enough respect for their personalities. After satisfying the basic needs of food, clothing and safety, the primary needs of employees are affection and respect. In order to make employees eat satisfactorily and live at ease. Mr. Hu often personally inspects the accommodation environment of the staff dormitory and the type of food, and listens to the opinions of the staff. No matter where you meet Mr. Hu, you are always the first to hear Mr. Hu’s greetings to employees, and you will receive fruits from the company to employees from time to time. For a long time, Mr. Hu has worked hard to create an equal and harmonious atmosphere for the company, so that The majority of employees feel the respect they receive in the company.

3. Efforts to enrich the amateur cultural life of employees. After all, work is for a better life. Most of the company’s employees are young people born in the 90s. They pay more attention to the quality of life after work. Hu will appoint the company’s senior leaders to regularly organize staff dinners and birthdays. Gatherings, watching movies, outdoor activities, traveling, etc., enrich the lives of employees as much as possible and improve the cohesion of the workforce.

    4. Safeguard the basic interests of employees and protect their legal rights. Actively pay all kinds of employment insurance for employees, arrange employees' vacations according to national holidays, and provide overtime subsidies to departments that really need to work overtime, treat every employee equally, so that the interests of each employee can be effectively guaranteed.

2. Promote scientific and effective management channels and methods to stimulate employees' enthusiasm for work.

1. Actively and reasonably increase the basic salary of employees. As the topic that employees are most concerned about, Mr. Hu has been paying close attention to it all the time, and can always make timely decisions according to changes in the external environment: according to the employees' working years and dedication to the company, scientifically and rationally raise the basic salary of employees, and always Keep the salaries of Shennanwei's employees at a relatively high level among peers, and let employees engage in their work with peace of mind.

2. Implement performance management methods to fully mobilize the enthusiasm of employees. Breaking the previous practice of "big pot rice", aiming at different departments and different positions, scientifically and reasonably formulate monthly and annual target tasks for employees, give certain rewards to those who complete the target tasks, and give additional bonuses to those who overfulfill the target tasks Incentives are used to fully mobilize the enthusiasm of employees and improve their work efficiency.

Under the economic environment of China's new normal, Shennan Microelectronics' general judge, Hu, judged the situation, and through the new normal employment mode, the work of Shennan Microelectronics will win greater development in the future.