I. Hiring employees
1. Starting from the demand
Not all high-quality talents are what you need. Every enterprise must first understand its own needs. We have also made similar mistakes, recruiting employees at will, storing and accumulating employees as value-added resources, and even attending various talent meetings for a while and recruiting through various channels. But then I met a problem, that is, I lost the standard. Because there is no exact demand plan and the recruitment target is not clear, it is undoubtedly a very blind and dangerous thing to test only by quality. We once selected at least 10 people with high quality at a job fair, but because the company did not provide these people with exact projects, these people had nothing to do in the end, and what is even more frightening is that this phenomenon continued to the old employees. This makes them feel very uneasy and objectively plays a negative role. Finally, after the decision was proved to be wrong, the price was that all the recruited personnel left within two months. So it is emphasized here that not every high-level and high-quality talent is suitable for your company, and you don't have to find such people to replace or threaten your existing employees. See clearly your needs and find the one that suits you. Don't make similar mistakes, or you will worry about things like "chicken ribs".
2. Go there to recruit
At present, there are many channels for recruiting employees, and we usually adopt several:
1) Newspapers, television and newspapers are traditional media, which not only have a wide audience, but also are the main sources of information for job seekers, so the arrival rate is very high. However, the disadvantage of this form is its wide coverage. You must face a large number of job seekers and be patient enough to check posts, fill out forms, interview or even be exhausted, risk throwing a large roll of application materials into the shredder thousands of miles away, or choose to be a crazy Bole. Of course, if your purpose is to find popular candidates and you need a considerable number, newspapers and TV are definitely good choices.
2) Supply and demand meetings Now there are professional talent markets everywhere, and supply and demand meetings are held regularly. The advantage of this form is strong pertinence, the demand side and the supply side can meet directly, and the first screening inspection pass is set up, which improves the efficiency. But the obvious disadvantage of this form is that you have to face many people who are eager to find a job, and these people are often mixed, and there are usually more fish than dragons! You need a pair of discerning eyes (preferably the kind in Monkey King) to see your future employees at a glance in the crowd. There is also a risk that you have to watch more than a dozen resumes send their own materials, which often produces a "Matthew effect", that is, the more the less. Good units can get more choices, and poor units will inevitably be left out in front of the door, or people they like will be beaten to death, so there is no way to complain. Two-way choice is really exciting.
3) Online Recruitment For professional and technical personnel, online recruitment is undoubtedly a wise choice for two reasons. First, people who have access to the Internet generally have relatively high personal qualities and skills to adapt to the trend of today's society (of course, it cannot be generalized). Second, it shows the strength and broad vision of the recruiting unit. Companies that can take online recruitment have often surpassed traditional enterprises in concept, which is very suitable for the tastes of modern people, especially young people. Generally speaking, the hit rate is very high. In the initial contact, email and telephone communication can be used. See you if you agree. There is no need to say goodbye. After the interview is inappropriate, there is no need to bother to find some euphemisms that don't hurt the other person's self-esteem but can clearly express negation. This is really easy.
4) Friends introduced that this is the oldest headhunting method, but it is also the most effective shortcut. There is no emotional temptation, and there is no need for hard running-in. Your goal is there. What you have done is simple negotiation. Your understanding of skills and personality makes you as simple as one word: treatment. But avoid "a rising tide lifts all boats". While digging people, their employees often face the possibility of being dug. Under the bidding of 5000 and 6000, the cost often soars, and the old employees are more and more dissatisfied. Therefore, digging people is a double-edged sword, and how to use it skillfully is a problem that experts must face.
In the organization of human resources, a reasonable combination is also very important. Due to the strong mobility of personnel at present, it is very necessary to make some stepped combinations in order to ensure a stable workforce. For professionals, excellent professionals are generally strong in personality, which is very difficult to manage and has many uncertainties. Therefore, in addition to their stable work, they should also work hard on other staffing. If you cooperate with some people with poor professional level to achieve the role of training and learning, you can also recruit some fresh graduates. Although there is no strong professional ability and practical experience, the quality is high, there is room for improvement, and the price is particularly good. Training by the company itself is very cost-effective. The combination of the above personnel can basically keep the whole team at a high level, with strong learning ability and stable development.
3. How to interview
Then what? It's usually an interview.
Interview is a very difficult thing. How to kill a person without escaping the net is a difficult balancing skill to master. Some people are good at bragging and expressing themselves, but not necessarily happy ever after. Some people talk too slowly to stop, and it is not necessarily frustrated. The key here is to see the essence through the phenomenon. Generally speaking, people who attend interviews are often very nervous because they involve their own fate or future. So you might as well calm down your emotions first, ask some questions that job seekers have prepared or talk about some topics, such as your name, graduation school, major, etc. Until their mood stabilizes, they can't get into substantive issues. At this time, the questions should be unexpected to the job seekers, and the rhythm and content of the questions should be specified according to the needs. The best way is to find loopholes in the words of job seekers and force job seekers to fail with rigorous logic. In the process of investigation, the following aspects are very important: comprehensiveness (knowledge), alertness (reaction), obedience, logical thinking ability (reasoning and judgment), learning ability and personality.
4. Final decision
After the interview, we are faced with a decision-making problem. Based on the comprehensive information, I basically have a preliminary understanding of the people who participated in the interview, and now I need to screen according to my specific needs. While grading participants, we should also pay attention to the matching degree between positions and job seekers, so that neither big horse-drawn carts nor small horse-drawn carts can be used. In addition, the personality factor in the interview is very important, which mainly refers to whether the job seeker has the due professionalism, frankness and willingness to face up to his own shortcomings and mistakes, which plays a very key role in the future development. Of course, this is the next call. No matter whether you accept the other party or not, you should give the other party a clear answer and emphasize your gratitude to the other party for actively participating in and supporting the company's recruitment activities, which is very helpful to establish a good social image of the company.
Two. cultivate
Almost every enterprise manager wants employees to be trained, and almost all bosses think that training is the most important thing. However, not every boss can explain clearly how to train employees and what kind of training is most suitable for the specific situation of the enterprise. In fact, training is far from concentrating employees in the training classroom, giving them lectures like going to school, and then taking exams. This view is too superficial.
In modern enterprises, the importance of training can be said to be unparalleled. There is a popular saying that "training is the best welfare".
1. Pre-job training
Every new employee should receive pre-job training before taking up his post, which is related to the speed at which employees enter the working state, the real understanding of their work and the setting of their own goals. This kind of training is generally conducted by personnel directors and department heads. In addition to the introduction of the working environment and colleagues, the most important thing is to introduce the corporate culture, including the business philosophy, development process and goals of the enterprise. In layman's terms, it is to tell new employees what kind of enterprise our company is, our glorious history, our position among peers, who is our main competitor, where we want to take the company and so on. Over time, employees will keep these in mind and strengthen them by re-describing others (family and friends), thus deepening their own consciousness, which will not change easily once it is formed. An employee may not remember what happened in the office yesterday, but he will never forget what the company director said to him on his first day at work.
2. Training skills
The purpose of training is to supplement everyone's knowledge and improve their skills, so its initiative is very important. Traditional cramming training has long been despised by training experts, because it has little effect and will also lead to rebellious psychology. The best training is often that employees ask for training spontaneously, so we must attach great importance to employees' training requests because this is the best training opportunity. Once employees find that there are shortcomings in their work and need to be solved urgently, training is often their first reaction. Grasping their needs can have a multiplier effect. There are various forms of training, and it is not necessary to send people out to attend fixed training courses, nor to ask experts to force everyone to sit down and listen together. Every conversation a supervisor has with employees can be regarded as a kind of training, and the help of old employees to new employees is also a kind of training. Strict requirements and inspections on every project and thing of employees are also very important training. It can be said that training runs through every detail of daily work. Even reading newspapers and surfing the Internet are different forms of training. In the company, we must establish the concept that training is everywhere.
3. Training and learning
Training and learning are inseparable. Every employee who has a desire for training is a loyal fan of learning new knowledge. In addition to learning in books, the new information age makes too much information impact people's hearts, including elites and garbage. Everyone may not be able to draw nutrition from it rationally, so communication becomes very important. It's a good way to spend time sitting together and talking about recent events. Everyone can get more or less different life contents from others' understanding of things and the world, which may also stimulate their desire to learn. Almost every good point is caused by some people's intentional or unintentional chatting or collision of ideas, so don't be stingy with your language and ideas, even if they are immature. In this process, the continuous improvement of events can be regarded as the best training for everyone.
4. Training implementation
Of course, the most traditional training is taught by experts, because in every field, these experts are much better than ordinary people in terms of standing height and problem-solving skills. Therefore, of course, relying on the power of experts can not be ignored. The most important thing after the implementation of the training is the assessment, which is the evaluation of the training effect. Don't make this link a mere formality. Whether the training has achieved the expected purpose and the level of experts and professors can be reflected and verified in an objective and fair evaluation. Therefore, it should be noted that training is a whole process at any time. Unless you don't want to make a difference, you should grasp every link, especially the assessment.
5. Problems that should be paid attention to in training
Training should not make participants unhappy. Don't make students unhappy because they take up their personal time or because the training venue is not good. These small things will greatly reduce the training effect, because compared with the training desire and input of the students, it is really not worth the candle. Pay attention to details. You can't ask every participant to have high consciousness and enthusiasm. What you can do is try to provide them with a good opportunity to let your participants understand what you (or the company) have done for them. Another key issue is to find out whether your employees need training. Training is not a subjective activity and it is not what the supervisor thinks. Training has its objective laws and limitations, and there are different training measures for different employees. For example, some new employees urgently need to upgrade their skills and supplement their knowledge, but for old employees, these have not attracted them. Only by discovering their problems and stimulating their needs can we effectively formulate a reasonable and targeted training plan.
Three. Personnel policy development
1. Employee Handbook
It is very important for a company to formulate a practical employee handbook, which is not only the essence of all policies of the enterprise, but also the basis of various behavioral norms and moral standards of employees. It is not difficult to write a systematic employee handbook. The difficult thing is how to make it fit the actual situation of our company. Specifically, it is to make detailed regulations and explanations on some issues that our employees are most concerned about. Generally speaking, for a company, the rights and obligations of employees are the most concerned. Specifically, employees are often most sensitive to the following questions. The first is salary, including basic salary, payment form and salary increase method. The second is welfare benefits, including the implementation of various insurance, overtime regulations and various holiday regulations. Therefore, it is very important to put the greatest energy into perfecting these two points, minimize labor disputes and mobilize the enthusiasm of employees to the greatest extent. Another important part of the employee handbook is the reward and punishment method. Only fair and unified reward and punishment measures can ensure that employees always regulate their behavior and maintain good moral integrity. These points can be said to be the cornerstone of the employee handbook.
In addition, the employee handbook should pay more attention to the labor contract. The labor contract is definitely not in name only, because it has corresponding legal effect after being signed, so every clause in it should be taken seriously. If the company wants to reflect some problems such as tax avoidance, it should be more cautious, do a good job of communication with employees to ensure that the interests of both parties are not harmed, and at the same time, it can restrain the behavior of both parties as much as possible to ensure a stable cooperative relationship.
2. Policy implementation
After the policy is formulated, it is a question of implementation. For a company, the establishment and improvement of this management system is often a long process. Generally, it can be implemented to every employee through local training, conversation between the professor in charge and the general manager. Among them, the general manager's way of talking can often get good results, so it is suggested that as a manager, the general manager should develop the habit of talking and communicating with employees on a regular basis, listen to employees' complaints or suggestions, regularly grasp the dynamics of employees, and adjust the corresponding policies of the company according to the actual situation.
In implementation, it is necessary to be prohibited and treated fairly. For every company, there are some special employees, who are the biggest obstacle to the implementation of systems and policies and often the key link in the company's operation because of their strong professional ability or deep qualifications. We should focus on solving them to prevent adverse effects. Only by eliminating these hidden dangers can management be truly implemented.
3. Policy revision
Policies are not permanent, and can be constantly revised and improved according to actual conditions. However, when revising the policy, we must pay attention to things, not people. No matter what special people, we can't change the policy. Only an objective and fair policy system can ensure the good operation of the company. After the rules are established, they can be improved and adjusted, but they cannot be changed to maintain the seriousness of the policy. This involves a matter of seeking truth from facts, and sometimes it will encounter places that cannot be solved by policies, or it will conflict with policies. At this time, it is necessary to solve the problem first, and then find out whether there is any unreasonable place from the root of the policy and correct it. Generally, a major revision will be made between six months and one year after the policy is formulated, and then it will enter a relatively stable period without major adjustments. According to experience, in a period of six months to one year, some loopholes and shortcomings of the original policy, as well as employees' comments and opinions on the policy, will be of great help to finally get a policy that conforms to the specific situation of the company.
4. Policy evaluation
There are specific standards for the quality of policies, so the effectiveness of policies should be evaluated. Participants in the evaluation should be employee representatives, managers, decision makers and revisers. The principle of evaluation is of course fair and objective, but we should also pay attention to the principle of seeking truth from facts according to specific conditions. Policy evaluation should be carried out within a period of time after policy revision to ensure that most of the contents are understood by employees. Of course, the most important person in the evaluation should be the employee. Because employees' opinions often represent a certain tendency, even a trend, we should take them seriously and handle them with caution.
Four. Performance management
1. The necessity of performance management
Performance management will bring as many benefits to large and small companies. It can help operators see the direction of the company, provide information for wise strategic management decisions, create a favorable environment, make strong work teams cooperate with each other, and also provide expectations for their performance for each employee, so that they can know how to get the resources and support they need to do a good job. In addition, it can also encourage the company to continuously improve its workflow and establish a fair and incentive reward and reward system.
2. Objectives and management
For personal performance management, our approach is to decompose and quantify the main factors in the work. For an employee, the factors that may be involved are: work initiative, work ability, cooperation spirit, work performance, professional ethics, outstanding contributions and labor discipline. Among them, the scores are different because of the different values of each company, but generally speaking, the performance of an employee should basically be quantified under these scores. However, this is only the beginning. After these factors are formulated, it is necessary to further analyze the individual performance of employees. The purpose of this analysis is to find out why the performance is not up to standard, whether it is the employee's own problem or the system problem, whether the employee's post setting is unreasonable or other, including whether it is necessary to train or adjust the post immediately, and so on.
For a long time, performance appraisal has been regarded as the basis for understanding employees' work situation and for salary increase or promotion. However, due to the restriction of the system, the traditional performance appraisal often has great limitations, including one-sided views, personal preferences, prejudices and so on, which makes this evaluation a mere formality and cannot objectively reflect the existing problems and the real situation. Even if the comprehensive performance appraisal method is adopted, it is difficult to change some inherent prejudices. To this end, we try to conduct a team inspection, that is, evaluate each of our organizational units-the project as a closed team, and understand its performance through internal inspection. In this process full of communication and understanding, the resources in the team have been adjusted spontaneously, and the clarity of goals and personal cooperation ability have been improved and improved. This form of feedback makes the team more effective.
On the basis of in-depth understanding of people's basic needs, grasp several key points of employee performance management. First, money is important, but not the most important. Second, there is an old saying: not suffering from widowhood but suffering from inequality. Of course, the inequality here is not absolute inequality, but unreasonable distribution. Third, employees have spiritual needs, such as team identity, personal trust, pride and belonging to the enterprise, security and so on. How to apply these conceptual things to management is an important problem that personnel management must face.