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Talent is the key of enterprise development, there is no people can not start is the development of enterprise, corporate leadership in the enterprise management must pay attention to when the staff together, so as to show the strength of everyone to contribute for the enterprise, the enterprise at the time of choose and employ persons also must adhere to certain principles.
1, to choose and employ persons
Modern enterprise management is becoming more and more complex, also to the requirement of all kinds of talents is increasing day by day, only wei of choose and employ persons, to maintain the long-term sustainable development of the enterprise. With talent affinity-disaffinity relationship should not be the standard of choose and employ persons. QinZhe and having both ability and political integrity, natural is best, but this is not reality, don't have to. But if the kiss without to hold positions of power that affects only the management of health, affect the morale of the team, make people despise you, alienated from you.
Some people hold a high postion for not always being worried, always some distrust, not trust, this is completely unnecessary. Different from traditional management is one of the characteristics of a modern management can lead a group of people who had no link, working towards a common goal.
2, ability is more important than education
Ability is more important than education. Now many companies recruit mostly require bachelor, masters degree. It should be said that in itself is a huge social progress. But must be clear is that value degree, is not value education itself, but behind the knowledge and self-restraint, this is the attaches great importance to the education in the first place. Now many companies seem to have forgotten the original intention. Degree is proof of ability to a tool, but also is just one of many tools, which include content is not comprehensive. Ability degree is neither a sufficient conditions is not a necessary condition, but merely a related conditions, how relevance is different for every individual, too. A leader must be integrated use of background analysis. Experience judgment. A variety of means such as the interview assessment to talented person's ability, quality, character, knowledge, and many other aspects to make a comprehensive and profound.
3, senior talent selection priority principle
Company sources of talent is the internal training and external hiring of two ways. But any of the company, when facing the internal vacancies, all have to decide which of the two is in priority. Support the priority of selecting and appointing the external reason mainly is that outsiders can bring new ideas, the company can inject new vitality. But, in fact, employment if the Lord because he can meet the needs of the job, not because he can bring new ideas, or this one in the second.
4, pay attention to talent strengths into full play
Companies hire talent because of what he can do, not can't do anything, can anything results is much attention, rather than what he has. Good leaders always with "what can he do" as a starting point, pay attention to play to the advantages of talents, rather than overcome their shortcomings. They always ask "what can he do," rather than "he can't do". People are always flawed. A man without faults and if a person without advantages
Enterprise management consulting - lean production - management training - execution - performance appraisal
Say anything, also only is a different perspective. Anyone in the organization with the idea of a person without faults, ultimately created only a mediocre organization. So-called all aspects are best talent doesn't work, because people only in a certain field to achieve excellence, most can only achieve excellence in several areas. No one is perfect, especially the strongman, always equally striking shortcomings and advantages.
5, the other principles
Put the right people at the right position is the highest criterion of choose and employ persons. As well as advanced management theory whether theory applies only, the other is more important than the excellent talents. Arrange a incompetent person on a he is not competent for the position of, is that strong man difficult, don't be overwhelmed by the employing, this is by no means a good thing, suffering from the does not adapt, just know that flavor is really bad. And the ability of a remarkable and arranged in an ordinary position, that is a waste of human resources, no one company can withstand this waste, outstanding talents will eventually leave you holding the bag.
6, not to those who are not familiar with the new important work
Good appointments based on two: one is the understanding of the staff, the other is the understanding of the job requirements. If an employee's ability and the job requires roughly fitted, so appointed general will succeed, otherwise the risk is great. So, for those new important position, because you never know the job requirements, it is best to give it to you for they have considerable knowledge ability and quality, and has establish extensive trust in the organization. For those you don't know much of the newcomers, first of all, put them in an existing position in this position, job requirement already be clear at a glance. Leader's responsibility is to focus on the requirements of the position to tell him, then watch his display their talents, give appropriate help when he is in difficulty.
7, recruit the best talent in the future to the company's most important job
Decided to company profit source of the business is now one of the most important business. So they suggest that the company's best talent in these departments, but this is not the best practice. The reason lies in two aspects. First, from the perspective of the level of competition, the existing (finally) of product market competition is one of the last level. Have made it clear at this stage, the competition rules, competition also is the general trend, who wins who negative to whoever much less only in inches. Therefore, in the final product on the market, "to play to the creation of space is not very big, challenging work has greatly abate, does not need the best talent is enough to do. Second, in today's era of great upheaval and greatly shorten the products life cycle, a large number of products are fleeting, today the company profit source may soon dried up.
8, correct view failure
If an appointment, ultimately proved to be a failure, so as a leader, should first admit that this is your own fault, not men, but in its own. He should say to yourself: "I made a mistake, should correct as soon as possible, this is my responsibility." If blame men to another mistake that is made. Failure is also valuable. Many of the things eventually failed because failed to learn lessons from truly become a failure. Leader in the appointment of mistakes, at least, should be more clearly see the specific requirements of the position, ability and quality of employees should also have a clearer understanding. If the leader can't learn from it, to improve myself from the personnel ability, he will be doomed to face greater failure.
