Establishing an entrepreneurial team with complementary advantages is the key to human resource management. Team is the core of human resources. Different talents such as "inside" and "outside", patient "managers" and strategic "leaders", both technical and market talents can not be neglected. The organization of entrepreneurial team should also pay attention to individual personality and perspective. If a team can have a critical member who can always make constructive and feasible suggestions and constantly find problems, it will be of great benefit to the entrepreneurial process.
As a core member of a startup enterprise, the CEO should pay special attention, that is, he must choose people who are enthusiastic about the project to join the team, and let everyone be prepared to work long hours every day when starting a business. Any talent, no matter how high his or her professional level is, can't meet the needs of entrepreneurship if he or she lacks confidence in entrepreneurship, and such negative factors may have a fatal negative impact on all members of the entrepreneurial team. At the beginning of the business, the whole team may need to work 16 hours a day, keep working, and even dream about work when dreaming.
High-tech enterprises usually focus on technological innovation, so the most important thing of human resources is high quality. For the core technical personnel of the project, we should be willing to spend money to hire the best professionals. A startup company needs to be frugal in all aspects at first, but it should be willing to invest in technicians. It has been said that an excellent programmer can be worth a hundred excellent programmers, and a very small number of such talents should be treated as generously as possible in terms of salary and employee options.
At the beginning of the establishment of an enterprise, it is necessary to establish an effective employee appraisal scheme and conduct effective appraisal of employees' work performance on a regular basis. As for the way of assessment, quantification or face-to-face communication has its own advantages, and each enterprise can adopt different methods according to its own actual situation. It is not enough to have an assessment plan, but also to have an employee ability development plan to help employees improve their abilities in their work, internal training and self-study. Such a development plan can sometimes attract high-quality employees more than generous salary, especially for high-tech enterprises.
At the beginning of the venture, most of the members of the entrepreneurial team were friends, but after a period of running-in, the entrepreneurial team had to go through a painful "shuffle". Maybe some people can't agree with this idea, maybe some people have other plans, maybe some people are incompetent. In fact, even the most experienced professional managers' biggest fear is to fire their employees. For startups, this kind of personnel change is a big problem in the initial stage of entrepreneurship. No matter how difficult it is, we must change it, and we must have the courage to change people decisively and "shuffle". One way is to insist that the company is not private, but everyone's idea. You can't change people out of public interest, but whether this idea can be adhered to determines whether the decision to change people can be implemented correctly.