Rio Tinto is a center with the client, is adhered to a center ( customer ) of three basic points ( the supplier staff product ) employee is my focus.

Core staff is the core ability of enterprises the main creator, in general, more than 80% of the enterprise value and profit from the core staff of 20% created. These employees are the core and soul of the enterprise, is the enterprise operation and development of power source. Core staff belong to every major enterprise relations, how effective management of core employee, reduce the core staff turnover rate becomes a lot of enterprises human resource management work of the problem to be solved.

A dynamic management model of core staff, design idea

Core staff characteristics can be summarized as highly labor scarcity and the height of the enterprise value ( see Table1 below ). Specifically, scarcity of performance for the labour market on a relatively small number of similar talents, substitutability poor recruitment cost and replacement cost, training is higher than that of the general staff. Whereas the height of enterprise value through the core employees to create value and obtain the core staff cost ratio, as well as the core staff for the enterprise strategic target realization of the importance of reflected. In the enterprise, the core employee generally have specialized technology, control of enterprise core business, control of key resources in enterprises, to the business secret, including senior managers, the backbone of knowledge innovator, senior technical workers.

( a ) to retain for the purpose of the systematic, dynamic management

The characteristics of core staff decided in their production and operation of enterprises and strategic implementation and the important position of the prominent role, causes it to become the enterprise key to keep the object, at the same time, the enterprise strategic persistence and organization relative stability requires that the core employee turnover must be reasonable, controllable. This is a microscopic level of talent safety problem, once the loss of key employees to enterprise core ability caused irreparable loss, increased production costs and management costs, delays in the implementation of strategic goal.

Therefore, the core staff management with a specific meaning, namely from the enterprise strategy, positioning in the core employee retention, the possible extension of core employee in enterprise 's years of service, on the basis of systematic incentive and development, so as to attract more talented people to become the core employee of the enterprise, implementation enterprise development goals. At the same time also should be aware of, the core staff management is project of a system, not human resource management one or two aspects will be able to solve the problem, must be combined with enterprise development strategies to retain key employees for the purpose of the systematic, dynamic management. The design of a dynamic management model of core staff as one of the basic ideas.

( two) the establishment of core staff loss early-warning mechanism and feedback mechanism

Core staff of the dynamic management model design idea originates from two, existing to the enterprise human resources management system in the existing defects of retaining key employees thinking. The existing human resources management system, a general lack of core staff loss to avoid the risk prevention awareness, lack of core employee turnover risk source of effective monitoring and early warning of risk, often in the core staff to put forward resignation to find talent crisis exists with the occurrence of, other human resource management activities will fall into a passive. The existing human resources management system also lacks the necessary feedback evaluation mechanism, do not pay attention to in the daily work of much channel to collect the feedback information of core employees, failed to timely analysis of core staff loss or may be the reasons for the loss, and as a future human resource management for an improved basis and the evaluation basis.

In order to avoid the talent crisis, the core staff management model in dynamic design emphasizes particularly on two. One, in the core staff to retain for the purpose of the system development and management at the beginning of the establishment of early warning mechanism, the loss of key employees, aims to predict the possible existence of core employee turnover risk source, through the various risk source in real-time monitoring, effective recognition has appeared in risk and the loss of key employees before the alert, in order to facilitate the management of human resources of the initiative to make the corresponding adjustment. Secondly, the establishment of core employee flow feedback and evaluation mechanism of core employee turnover, in advance, after the event pays attention to collect them about the management activities of enterprises a full range of feedback information, and analysis, timely adjustment of the activities, so that the whole system of human resource management through these information constantly adapt to reflect the changes of internal and external environment, in the core employee attraction, retention, motivation and development to do more perfect, more in line with the actual needs of enterprises.

( three) takes the enterprise strategy as internal control chain

System theory emphasizes the integrity and dynamic, requirements of each part of the system in a unified system objectives under the guidance of the organic integration, in the overall interaction in the survival and development. Enterprise strategy is the core employee dynamic management model of target system, it makes the core employee to retain for the purpose of the dynamic management into the development of endogenous requirements, and decided the core employee identification standard and management key, also put forward a clear individual performance and business performance objectives. With the enterprise strategy, and enterprise strategy for internal control chain, to ensure the system model in operation not to loose expansion, weaken the design function.

To sum up, the core staff's dynamic management model should be the needs of enterprise development strategies, the core staff planning, implementation to retain for the purpose of incentive, development, attract, dynamic, systematic management, through the establishment of core staff loss early-warning mechanism and feedback mechanism of human resources development and management activities have a definite object in view, effectively prevent because of the loss of key employees to bring talent crisis, and in the operation of enterprise strategic needs and environment changes to make dynamic adjustment ( as shown in Figure 1model framework ). On the function, the core staff to implement dynamic management model of enterprise strategy and enterprise human resources management the ability to match, promote enterprise and core staff of interactive development, both sides realize a win-win situation.