How Does The Gap Between Career Development Affect Accounting Firms?

< p > women < a href= "//www.sjfzxm.com/news/index_c.asp" > accounting < /a > the lack of promotion of employees has become a business problem. If the problem continues to ferment and the relevant improvement measures do not follow up, it will have an important impact on the sustainable development of a href= http:// www.sjfzxm.com/news/index_c.asp.

More than half of the higher percentage of people who fail to get promotion will have an impact on the following aspects of accounting firms: < /p >

< p > 1, sustainable growth mode < /p >

< p > 2, sustainable succession planning mode < /p >

< p > 3, feasible exit strategy < /p >

< p > 4, due to the loss of high potential talents or the lack of promotion, the bottom line of the cost is less than /p.

< p > 5, with the talent reserves and market changes, the voice of reasonable sex ratio in the workplace is getting higher and higher. < /p >

< p > 6, at the leadership level, expand leadership mode, increase the proportion of female leaders < /p >

< p > > a href= "//www.sjfzxm.com/news/index_c.asp" > economic factor < /a > is a notable reason for accounting firms to retain experienced female employees. In addition, foreign firms have perfected female talent retention and promotion programs, and have recruited more female talents through career vision commitments.

However, taking into account the brain drain, firms need to realize that even if they invest in high costs, they will not be able to ensure that the success rate of female talent is the same as that of male counterparts.

< /p >

< p > < strong > coping strategies < /strong > < /p >

< p > no matter what country the accounting firm is in, and what cultural influence it has, if the proportion of female recruits is very high, it must take important measures to deal with the economic problems caused by the separation or failure of further development of female employees: < /p >

< p > 1, pondering over the business problems caused by the failure of more than half of the talents.

< /p >

< p > 2, and encourage the accounting profession and individual firms to investigate their own situation. The contents include: < /p >

< p > (1) the cost of female talents who have been trained for many years, if most of them are lost or not promoted.

< /p >

< p > (2) challenges faced by accounting firms when pursuing sustainable growth and maintaining shared culture.

Accounting firms must ensure that professionals can grow to be experienced and enterprising leaders, with the overall concept of promoting the development of firms and making joint progress with them.

< /p >

< p > (3) leader succession.

If top female talents continue to drain, firms will be in deep danger and may end up being forced to sell.

< /p >

< p > (4) enter a brand new market. This market has different demographic characteristics. If the firm can not realize this, it may suffer losses.

< /p >

< p > 3, a profound understanding of an important problem is that firms should consider when and how, rather than whether they are willing to implement a series of coping and improvement measures, such as flexible working system, cultural identification, professional guidance and promotion promotion.

< /p >

< p > 4, remind the company to pay close attention to the potential obstacles mentioned above: lack of recognition of female role models, balance of work and life, lack of experience in career development and career planning proposals.

< /p >