I don't know if it was intentional to maintain the heat, or if there was a problem with the internal management of the enterprise and it was unintentionally leaked, in short, the content of Dong Mingzhu's internal speech evaluating her former secretary Dong Yutong still spread. There is a sentence to the effect that Meng Yutong can't write an essay as a secretary.
Everyone is in the era of self-a**, it seems that there is a little more anxiety and narrow-mindedness, tolerance and generosity are becoming rarer and rarer, and I can't stand a little grievance. Even wishful thinking will immediately spread to the world and strive for support and understanding. Obviously, yesterday it was still Luan Feng and Ming, but today it is already dilapidated.
If you continue to talk about this topic, a small article will not be able to contain it, and it will not be rigorous enough. Let's discuss the problem behind Secretary Meng's inability to write from a management perspective.
1.The sadness of the human resources department is limited to my work experience, and I have always believed that only the human resource management of small and medium-sized enterprises has flaws, especially in the practice of modern enterprise human resource management theory. From Secretary Dong's inability to write essays to the recent hot Dongfang Selection Small Essay Incident, it is confirmed that large enterprises will also have such problems. This is the bottleneck of Chinese enterprises' integration into the world's modern business competition, and even sadness.
I was curious, what was the quality model required when recruiting secretaries at that time? What is the mechanism of the selection process when selecting a secretary?
It stands to reason that finding a secretary for the boss of a company cannot be selected by the human resources department without a clear quality model. If the job includes requiring the secretary to be able to write essays, did you send a piece of paper to try out the topic during the interview?
Many enterprises and entrepreneurs attach great importance to management, and they also go to lectures for further study and watch Xiaohongshu for speed. But it's also true that a large number of companies ignore the simplest management issues that are self-explanatory, such as job descriptions.
Take a peek and know the leopard, and fall a leaf and know the autumn. The simplest job description can fully reflect the management culture and management level of the enterprise.
First, it is true that many enterprises do not have stable and standard job descriptions.
Second, some companies have on the surface, and they may also be issued after finding some well-known large institutions to investigate and summarize. But most of them will be shelved (this article is very appropriate), and I will make a fuss when I think about it. Doesn't know, doesn't work, or doesn't use it well (and there may be a lack of professionals who can use it).
In general, both of the above are manifestations of unclear management boundaries.
Third, there are some enterprises that have these things, which are used a lot in downward management and performance appraisal, but they will often be destroyed by higher-level managers. Obviously instructed the human resources department to find a secretary, but the result was to find a personal assistant, and after he came, he started to do Internet celebrity live broadcasts to bring goods, and even touted to be a ** person.
When this happens, the HR department is devastated. Helpless and dare not speak or angry dare not speak. There were so many meetings, so many job planning and budgeting, and it was completely disrupted by a single act or sentence of the leader.
The saboteur can be in the back office department to serve the front office, and the management can not be too rigid and so high to cover up themselves and criticize the back office. Who dares to say, who dares to argue! But an egg has begun to break from within, and a machine has lost the logic and ability to work.
Which of the above will Secretary Meng's situation be categorized?
2.Nurturing people or nurturing people's culture?
It may be that there is too much news and the Internet to smear and be one-sided. I saw that two news about Gree about talents were quite unimpressed: one was strongly criticized for his peers coming to Gree to dig up the wall to grab talents, and the other was that Secretary Meng, who is now discussing, could not write articles.
The "selection, breeding, use and retention" of talents is an interlocking process. It is not expected that the problem of job allocation and matching will be solved in the stage of selecting talents, not to mention that there are many departments that do not know what kind of people to find, and it is even more difficult to do: it is okay to have a supervisor, or an ordinary staff member, and if you encounter a good one, you can even change the department structure and staffing on the spot. This is common.
There is also a lot of mismatch between quality requirements and job requirements. To be an accountant, it is better to have various certificates and a professional background. But the work is really in a hurry, and grabbing one can also solve the urgent need.
These reflect the company's management culture and logic. With the expectation of solving the talent problem in the selection process, it is impossible to imagine that the company will have a mature mechanism for educating people, employing and retaining people.
Or speaking of Secretary Meng, assuming that the recruitment process is rigorous and rules, what kind of training and guidance does the company give if there is a lack of professionalism after joining the company? Although it is difficult to learn the skill of writing essays quickly, this is why I have been calling on schools to pay attention to Kumon writing courses.
There is a phenomenon worth noting, many college graduates can quickly improve their level of writing official documents after they go to the first government agency or state-owned enterprise. Most of the work essays are in the eight-strand style, and they do not require literary talent and romantic imagination to use gorgeous words.
The training mechanism of government agencies and state-owned enterprises plays a great role. And the mobility of personnel in ordinary enterprises is so large, is it worth spending effort to train a person? This involves whether to cultivate talents, or to form a culture and mechanism for cultivating talents.
Just from the perspective of cultivating talents to increase efficiency, a lot of training investment is wasted. There is even a saying in the workplace in Hong Kong: a fish is not fattened if it is not a pond. Therefore, many companies simply give up the cultivation of talents, and in the end, they are either angry or lost, so why bother.
The direct cost and cost of retaining people are not much to say for the time being, but if an enterprise can form a mechanism and system for cultivating talents, it will be very different. First of all, it requires the basic management to be in order, and secondly, it requires the cultural inheritance of talent training. Companies with this kind of culture will eventually find that "whoever leaves will do the same" is a kind of management confidence, not just a rhetoric.
3.Self-management of managers in the new era.
Employment in the Internet era will never be limited to the stereotypical effect of "a few post". This is an era of real information, an era of seemingly seamless socialization but a strong sense of individual independence and distance, and an era of smaller fault tolerance, more rhythmic and multiple values. Everything and behavior can be magnified into the realm of public discussion, and old-school managers are always walking on thin ice and trembling.
No matter how times change, the fundamental truth will not change. Unless there is another occurrence on this earth, Confucius and Socrates coincide and echo each other from afar. This is the philosophical essence of human wisdom, and it is always changing.
If managers only pay attention to the original, hybrid, and indistinguishable flowers on the branches, it will only follow the flow and it will be difficult to find a long-term future. More energy is to concentrate and focus on the fundamentals.
The fundamental things are often simple and the most difficult to stick to. From the phenomenon to the essence, we have studied these two sentences for Xi whole life, and it is difficult to follow them in the end.
When the mask is the most fierce, my old lady always says what doctors and experts say on the Internet, and I said: During this period, real doctors and experts are in the hospital to rescue patients and be on duty. This is probably the essence behind the colorful appearance.
There are too many phenomena, and the ability to go from the phenomenon to the essence is one of the requirements for managers to their own quality in any era.
The new era is more demanding for managers. The shopping mall's deception itself is already acting, and the management requires caution in words and deeds, and actors must be actors behind closed doors.
Of course, as an actor, there will always be a time to remove makeup, and there will always be an opportunity to show your stuffing. Only by truly adhering to the understanding, tolerance and respect for people can we live consistently inside and outside, be like a fish in water, and be evergreen in the competition.
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