Project Background

A renewable energy enterprise is a comprehensive energy enterprise integrating wind power, photovoltaic, biomass and other new energy development, construction, operation and service.2Ten thousand employees are distributed in many project departments and branches all over the country. With the rapid development in recent years, the enterprise is facing the challenges of human resource management, such as high employee turnover rate, imperfect training system, unscientific performance appraisal, unreasonable incentive mechanism and so on. In order to improve the loyalty, ability and efficiency of employees, the company decided to carry out a comprehensive reform of human resources management, and commissioned Shangpu consulting company to provide professional training services.

Customer pain points

High employee turnover: according to the data provided by customers, the enterprise2020The employee turnover rate in18%, well above the average for the renewable energy industry (approx.10%), resulting in a serious brain drain, affecting the stable development of enterprises.

The training system is not perfect: at present, the enterprise has not established a unified training system and standards, and the training contents, methods and effects of each project department and branch are different, lacking systematicness and pertinence. At the same time, the training investment is insufficient, the training teachers are not strong, and the training effect is difficult to evaluate and track.

The performance appraisal is unscientific: the performance appraisal method currently adopted by the enterprise is too simple and extensive, mainly relying on subjective evaluation and single index, and does not fully consider the post characteristics, work difficulty, contribution degree and other factors of employees, resulting in unfair, opaque and non-objective assessment results, causing dissatisfaction and complaints of employees.

The incentive mechanism is unreasonable: the incentive mechanism currently adopted by the enterprise is too single and rigid, mainly relying on fixed wages and bonuses, and does not fully mobilize the enthusiasm and creativity of employees. At the same time, the incentive mechanism is not effectively linked to the results of performance appraisal, and there is no effective incentive and restraint mechanism.

Project Purpose

Through professional human resource management training, the theoretical level and practical ability of the enterprise human resource management team and managers at all levels are improved, and the basic principles, methods and skills of human resource management are helped to master.

Through case analysis, role play, group discussion and other interactive ways, we can help the enterprise human resources management team and managers at all levels to solve the problems and difficulties encountered in the actual work, and improve their ability to solve problems and cope with changes.

Through the formulation and implementation of human resources management reform program, help the enterprise to establish a sound training system, scientific performance appraisal methods and reasonable incentive mechanism, improve employee loyalty, ability and efficiency, and promote the sustainable development of enterprises.

Research object

The enterprise's human resources management team, including human resources director, human resources manager, human resources specialist, etc., a total20People.

The managers at all levels of the enterprise, including the general manager, deputy general manager, project manager, branch manager, etc., total50People.

The front-line staff of the enterprise, including wind power, photovoltaic, biomass and other project departments of technical personnel, operation and maintenance personnel, sales personnel, a total200People.

Project Value

Value to customers: Through this project, we have helped the company to improve the human resource management level and ability of the human resource management team and managers at all levels, established a sound training system, scientific performance appraisal methods and reasonable incentive mechanism for the company, improved the loyalty, ability and efficiency of employees, and promoted the sustainable development of the company. According to the data provided by the customer, the enterprise has achieved the following results within six months after the end of the project:

Staff turnover is reduced8Percent, reached.10%This is in line with the renewable energy industry average.

Increased staff training coverage15Percent, reached.85%, employee training satisfaction improved20Percent, reached.90%。

concordance between employee performance appraisal results and employee self-evaluation increases25Percent, reached.75%, employees' recognition of performance appraisals has increased30Percent, reached.80%。

The match between employee incentive programs and employee expectations is improved35Percent, reached.85%, employee satisfaction with incentives increases40Percent, reached.90%。