Recruitment information requires personnel in charge and brand management to plan and execute internal communications, build relationships with the media, collect and analyze market research on communications, handle media crisis management...
But mainly this company wants to recruit employees who do well in internal communications, build a company culture that helps employees connect. The requirement is young, enthusiastic personnel who know how to be an MC, stir up the movement, know how to sing, etc. Every year, this company organizes a lot of movement activities to unite its employees.
However, the results are still not as expected. Employees are still not attached to each other with the organization than before. Many practical activities are like that, but the above company still cannot build a company culture, does not make employees stick and unite. Indeed, a company's culture, the attachment of members to the company and employees to each other must be made from deep activities, not surface activities. Besides extracurricular activities to bring employees closer together, a number of other in-depth activities bring satisfaction to employees' work needs higher.
Treatment
The HR policy must make the employees really want to stick with the company for a long time, even a lifetime. The job, income, development path for each position must be appropriate. If the personnel cannot be a manager, they can work as specialists at all levels, with remuneration commensurate with their ability, ...
Build in depth
Small and medium-sized businesses in the US pay great attention to building company culture. Because they think that is the key to sustainable and long-term development.
Company culture needs to be built in depth. It is the responsibility of a group of people, the participation of business leaders. The head of the business is the person who knows best what it is to build and can inspire about it.
The core values of the enterprise, building the company's culture are commented, unified and continuously expressed by all employees inside and outside the enterprise. The company's personnel are connected by that core value. In the departments, employees stick together and care for each other like a family.
Branches and Headquarters
Building company culture is the connection of branches that share the same values and behaviors with the headquarters. Personnel in many branches are geographically far apart, so when meeting and working together, there is no distance. Each employee is a member of a big family, a brand ambassador, a salesperson, customer care of the company...
Every business should have a culture handbook, introducing members, memories with the company's development process, activities of departments, difficulties and advantages, wishes in cooperation, creativity, development orientation of the board of directors, etc. Enterprise support for personnel such as selling shares, lending money to buy a house to settle down, start a business, medical treatment should also be encouraged.
Notice the smallest things
When it comes to culture, it is necessary to pay attention to building a humane company culture from the smallest things onwards. Do not use images or anything that causes problems in the hearts of the public and customers, for example, charity to promote the brand but do not do it properly and make it happen.
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