“半年前,公司在资金非常紧张的时候,仍然拨出10多万元培训费,选派了7名员工到高等院校深造。可是,万万没有想到……”深圳某医药公司人力资源部经理张其武一说起这事就非常激动,“让我们伤心的是,7个人中有3人在学成回到公司工作不到一个月就提交了辞职报告。他们的理由很简单:竞争对手开出了2倍的高薪,更让我气愤的是,竞争对手许诺他们:如果我们追索培训费,公司会帮他们买单!员工与竞争对手都让我感到恶心!” 摆在张其武面前的,是一个两难的困境:高管都担心会再次出现类似的这种为他人做嫁衣裳的现象,对培训的投资必然减少,另一方面,作为创业型的医药公司,不投入培训肯定解决不了人才紧缺的问题。“我不可能每年都为了培训费的事情而打官司呀!” 张其武该怎么办? “Six months ago, the company is still in the funds very tight time, still set aside more than 10 million training fees, sent seven staff to institutions of higher learning. However, absolutely did not expect ...... ” Shenzhen, a pharmaceutical company human resources Manager Zhang Qiyu, manager of the department, was very excited when it came to talking about it. “” Sadly, three of the seven individuals submitted their resignations less than a month after they returned to work in the company. Their reason is simple: Competition Opponents out at 2 times the salary, leaving me angry that competitors promise them: If we recruit training costs, the company will help them pay! Employees and competitors make me feel nauseous! Is a dilemma: Executives are worried about the recurrence of such a phenomenon of doing wedding clothes for others, and the investment in training will inevitably decrease. On the other hand, as an entrepreneurial pharmaceutical company, it will not be put into training and certainly will be solved Can not talent shortage problem. “I can not get a lawsuit every year for training expenses!” Zhang Qiwu what to do?