不管是公司方還是應聘方，對于頻繁跳槽要有更深的認識，一個員工為什么會經常跳動，除了應聘方自身驅動外，公司方可能占據更大的原因，要思考如何才能讓人才更好地留下來。

Whether the company or employees, to have a deeper understanding of job hopping for, why an employee often beats, except for its driving, the company may occupy a bigger reason, to think about how to make people better to stay.

一種是主動跳槽。主動跳槽的人大多數對自己的目標有明確的定位和知悉，有比較長遠的職業規劃，一切的跳槽改變都是為了未來的職業方向進行鋪墊，他們希望通過不斷的跳槽來實現自己工作平臺和工作收入的提升，以致達到他們的終極目的。

One is active job hopping. The active job of people most of your goals clear positioning and knowledge, there are more long-term occupation planning, all the job changes are for the future direction of the occupation to pave the way, they hope to achieve their work platform and the promotion of income by constantly change jobs, so that to achieve the ultimate goal of their.

員工A離職前，在一家創業板上市公司任職HRM，在公司入職一年多，上份工作時間也才1年，有一天A 被獵頭公司找到，挖去一家主板上市大企業做HRM，A經過綜合考慮還是決定離職去下家。

A staff before leaving, in a GEM listed company HRM, the company recruited more than a year on the job time is 1 years, one day A by the headhunting company found, dig a large enterprises listed on the main board of the HRM A, after comprehensive consideration decided to leave to go home.

像A這種情況，我們無法去評判他對公司的忠誠度，因為忠誠度本身就是一種對求職者的單方約束。就像那句諺語“只許州官放火，不許百姓點燈”一個道理，企業因為是強勢方，所以任何的福利待遇和制定約束都是從公司利益出發，而忽略員工的切身利益。那么在這種情況下，再談建立在物質基礎的公司忠誠度，那就有點矯情和做作，應了那就no zuo no die!

In the case of A, we can't judge his loyalty to the company because loyalty is in itself a unilateral constraint on job seekers. As the proverb "only allowed, not allowed to do anything for a reason, because the enterprise is strong, so any benefits and constraints are formulated from corporate interests, while ignoring the vital interests of employees. So in this case, talk based on material company loyalty, it was a bit hypocritical and affectation, should be the no Zuo no die!

另一種是被動跳槽。被動跳槽也分為兩類，一類是小公司的員工，由于公司的不穩定導致需要換工作，這種情況在當下創業盛行的社會中，還是非常普遍的;另一類就是本身非常不穩定，隨著住址、家人等因素變化而不斷變化。

The other is passive job hopping. Passive switch is also divided into two categories, one is a small company, because the company needs to change due to the unstable situation in the present work, the prevailing social entrepreneurship, is still very common; the other is itself very unstable, changing with the address and family factors.

對于這兩類的跳槽，我們應該看到的是更多的無奈和辛酸，因為沒有誰會想經常折騰。所以和被動跳槽的人談職業忠誠度，那是一種奢侈，用經濟學中那句“經濟基礎決定上層建筑”解釋再好不過了。

For these two types of job hopping, we should see more frustration and bitterness, because no one would want to often toss about. So it's a luxury to talk about job loyalty with people who are passive, and it's better to explain the "economic base decision superstructure" in economics.

作為用人方的企業，大多數時候應該更多的從公司經營層面去解決員工職業忠誠度，職業忠誠度不是通過招聘就帶來的，更不是天天喊著要把公司當成家的“家文化”帶來的，而是需要企業加強自身文化建設和人文建設，完善公司福利和制度，為員工提供一個舒適的工作平臺，并形成一股強大的忠誠度向心力，讓每個員工都能擁有快樂的心態去工作，而不是整天教科書一般的在那讓員工為忠于企業而背書。

As for party business, most of the time should be more from the company level to solve employee occupation loyalty, loyalty is not caused by recruiting occupation, but not cried every day to bring a company when the "home culture", but the need for enterprises to strengthen their own cultural construction and cultural construction, improve the corporate welfare and the system provides a comfortable working platform for employees, and formed a powerful loyalty centripetal force, everyone can have a happy attitude to work, instead of textbooks in the general staff and let endorsement is loyal to the enterprise.

我們愿以更佳的服務意識，迎接八方來客，誠懇與國內外各界朋友精誠合作，共創美好的前程。歡迎大家前來參觀洽談!

We would like to serve the eight guests with the best sense of service, and sincerely cooperate with friends from all walks of life at home and abroad for a better future. Welcome to visit and negotiate!