New Oriental released the homing plan, which has attracted wide attention in the education and training industry. So, what exactly does this plan mean? Is it the return of the education and training industry, or the exploration of new business models?
First of all, we need to know the specifics of the homing plan. According to the official introduction of New Oriental, the homing plan is a recruitment plan for departing employees. The program aims to provide an opportunity for departing employees to return to New Oriental, as well as an opportunity for New Oriental to re-absorb outstanding talents.
From this point of view, the homing plan is not a return to the education and training industry, but a solution for New Oriental's own brain drain problem. In the past few years, many education and training institutions have faced the problem of brain drain due to various reasons. Homing is an innovative solution that can help companies attract the best talent back and increase employee loyalty and stability.
Second, we need to recognize that the development of the education and training industry is a complex process. Although the homing plan may bring some excellent talents to New Oriental, it does not mean the return of the education and training industry. In the current market environment, the education and training industry is still facing many challenges, such as fierce market competition and unstable policy environment. Therefore, enterprises need to constantly innovate and explore new business models to adapt to market changes and challenges.
Although the homing plan has attracted widespread attention from the education and training industry, it does not mean that the education and training industry has returned. On the contrary, companies need to constantly innovate and explore new business models to adapt to market changes and challenges. Only in this way can we be invincible in the fierce market competition. So, what are the implications and implications of this program for other education and training institutions?
1.Valuing talents:
The homing plan shows that excellent talents are the most valuable resource of education and training institutions. Therefore, other education and training institutions should pay more attention to the cultivation and development of talents, and provide employees with a good working environment and development opportunities to attract and retain outstanding talents.
2.Focus on departing employees:
The homing plan shows that departing employees are also a potential resource for education and training institutions. Therefore, other education and training institutions should establish a database of former employees, and keep in touch with them on a regular basis to understand their work situation and development needs, and provide them with suitable positions and opportunities.
3.Innovative Recruitment Methods:
The Homing Plan shows that innovative recruitment methods can attract more talented people. Therefore, other education and training institutions should continue to innovate recruitment methods, such as internal recommendation, campus recruitment, social recruitment, etc., to attract more outstanding talents.
4.Pay attention to corporate culture:
Homing programs have shown that a good corporate culture can attract departing employees to return. Therefore, other education and training institutions should pay attention to the construction of corporate culture and create a positive, united and cooperative working atmosphere to attract and retain outstanding talents.
5.Keep an eye on market changes:
The homing plan shows that education and training institutions need to pay attention to market changes and challenges. Therefore, other education and training institutions should constantly pay attention to market changes and challenges, and adjust their development strategies and business models in a timely manner to adapt to market changes and challenges.
In short, New Oriental's homing plan provides a new idea and direction for other education and training institutions. Other education and training institutions should learn from the experience and lessons of this plan, and constantly innovate and improve their own recruitment methods and talent management models, so as to attract and retain more outstanding talents and inject new vitality and impetus into the development of enterprises.