Different enterprises will vary depending on the size of the enterprise, the characteristics of the industry, the organizational culture and other factors, but generally speaking, will not leave some basic factors, today to talk about some of my views on the employment of enterprises.
First of all, the employment of enterprises is based on the principle of matching people and posts, that is to say, enterprises have set up different positions
Only then will we recruit people with the right skills, knowledge and experience to match the needs of the position. Therefore, there are no vacant posts and no idlers in the enterprise, which is a basic indicator to test the employment of enterprises.
Employing people must follow the principles of fairness and justice, and do not favor any individual or group, so as to avoid internal friction in the enterprise. Fairness and justice are simple to say, but it is difficult to achieve 100% in the actual work, and the reason is simple, after all, people are emotional animals, and everything must be taken into account when doing anything. The way to avoid this problem or weaken it is based on two points: one is that enterprises should have a sound system, especially a regulatory system, so that the system manages people rather than people. The second is to select the best candidates on the basis of merit, rather than cronyism, and select the best talents according to the ability and potential of the candidates. Maybe some enterprises will use some relatives or friends when they are start-up, it is no problem, as long as everyone abides by the system, it is not impossible to keep things according to the system, but once there is a system or gangs must be cleared as soon as possible to avoid bringing hidden dangers to the development of the enterprise.
Employing people should take into account the development potential of employees, not just look at the current ability of employees, there is a word called advancing with the times, some employees do not want to keep pace with the times because of their own strong ability, so that they are complacent and do not want to forge ahead when the enterprise has to make a choice, and pay attention to the development potential and learning ability of employees, pay attention to cultivating and tapping the potential of employees, in order to keep the enterprise forever vigorous, in order to continue to carry out without being eliminated by the times. Enterprises should pay attention to the long-term development and stability of employees, and provide employees with good career development opportunities and benefits. These need to provide promotion and development opportunities according to employees' performance and performance evaluation, establish a reasonable incentive mechanism, and motivate employees to work actively and innovatively through rewards and punishments. I will not expand on the topic of incentives and other topics here, but I will have the opportunity to talk about them in detail in the future.
An enterprise must not rely on one person to complete the development, so we should pay attention to teamwork and coordination among employees, create a good working atmosphere, pay attention to the diversity of employees (including gender, age, cultural background, etc.), and encourage diversified teamwork. We always use the method of "brainstorming" to brainstorm when discussing problems, and if we have one word or everyone has only one voice, we will be stuck in the work idea. In addition, mutual trust between managers and employees is also very important, establish a relationship of mutual trust between managers and employees, respect the opinions and needs of employees, and promote good communication, in order to achieve better and more effective authorization, and full authorization can make the entire enterprise structure "live".
February** Dynamic Incentive Program
Of course, what I said above is the surface of some enterprises, and the specific problems should be adapted according to the actual situation of the enterprise.