The establishment of the quality and ability

The quality and ability to establish basic model, we need the quality and ability of each of the requirements are clearly defined and detailed description of the behavior characteristics, namely: the establishment of the quality and ability. The purpose is to address this requirement given the quality and ability of the guide, and guide employees of the company towards the direction of hope.

Therefore, in describing the quality and ability requirements, the primary attention of the point is that his "behavior" to avoid general, conceptual description of the evaluation so that we have measurable standards. For example: in the description of the initiative, we can not simply say that: the work of the initiative, commitment task. But should be described as: a proactive role in the efficient completion of tasks, willing to take charge of duties entrusted by the non-working, the results of timely feedback and are willing to provide help to others.

Secondly, the need is for the attention of the same quality and ability requirements, different sequences of jobs should be given the requirements of different focus, to highlight the characteristics of this series of posts (see table 1).

In order to clear the final status of the different requirements for the same quality of the difference between the quality of the staff of the company's ability to evaluate more workable, we can establish the quality and ability from when the quality and ability to give each of the different levels of behavior Description, to facilitate the evaluation can be for a staff day-to-day behaviour checkmark attendance. (See table 2)

Next we want to improve the quality and ability requirements. In this process, we need the help of the staff strength. The participation of staff, on the one hand can play a collective wisdom, on the other hand can also use such a process, the staff thought: In order to accomplish our work, I should put on their own What are the requirements » The quality of the staff's participation is the key to the establishment of competency model, it can so that employees in the model stage on the quality and ability to model a basic awareness and recognition. Because the model is the common participation in the formulation out, so when a company with such a model to employees or requested by the staff assessment, the staff will not cause too much resentment.

The quality and ability to establish basic model

The quality and ability to establish the basic model first thought a question: What kind of quality and ability of our survival and development of the enterprises must have the . After the quality and ability to find a model of a few basic competency requirements. Overall, the quality of growth-oriented enterprises should at least have the ability to model a sense of responsibility, the implementation of the innovative spirit, a sense of crisis a few basic elements.

Growth-oriented enterprises due to a rapid growth phase, the main energy companies are betting on the rapid development of the management's negligence is very difficult to avoid. Therefore, we need the staff have a high sense of responsibility, can not improve the rules and regulations, management is not in place, under the premise of a proactive commitment to the work, and in accordance with the principles of corporate interests first address the issues, conflicts and the protection of personal Are not derailed, and enterprises in order to maintain the pace of development. The implementation of the enterprise's strategic objectives, development plans can be implemented in the most basic requirements. The spirit of innovation for growth-oriented enterprises is also very important in terms of, if employees lack of awareness of innovation and creativity can not solve the problem, then companies will be entangled with pain, the development will also be a wishful thinking. Because of this, growth-oriented enterprises of the staff must also always keep a sense of crisis, the vulnerability that start-ups, must constantly remind ourselves the right thing to do right. Only a few employees have the quality of basic capabilities, enterprises can to protect the survival, growth is possible.

These are only growing companies on the quality and ability to staff the most basic requirements, on the basis of every business enterprise can be under this industry, and cultural characteristics of other different requirements. For example: high-tech enterprises can ask employees have initiative, and not passively wait for the company's research and development command, but a proactive analysis of market demand, continue to make new product development ideas or logistics and distribution enterprises, industry operating costs high, if Employees have a sense of the cost, can also enhance the competitiveness of enterprises.

In determining the basic requirements for quality, the growth of enterprises should also be based on different jobs in different sequences to establish the quality and ability model. Because enterprises in constant growth and expansion, the company's business patterns may also change at any time. For example: a wholesale and retail enterprises taking into account the needs of the development strategy, prepared to get involved in the manufacturing sector, and so on. If the business model is not of the quality and ability for post sequences were designed, it is necessary to re-assess our model, and targeted the design to prevent this company-wide adjustment.

Enterprises in the whole sequence of jobs can be divided into: The sequence, sequence of marketing, production sequence, the sequence of technology and services sequence, their quality and ability of the staff requirements are different, with a capacity for the requirements, there are different emphases.

For instance: The sequence is for the company to provide management and other services, requirements employees have this sequence of strong plan, organizational capacity, the company's management functions to smooth play. Marketing sequence is directly face the market, in the face of the user, and therefore more emphasis on communication skills and sense of service.

Growth-oriented enterprises how to define talent model

In growing companies often do not know there is a need for the talents of contradictions. Because of growth-oriented enterprises in the area of human resources management is not yet ripe, the company's human resources management concept and management methods are not uniform and carry out. Therefore, the company's definition of talent rather ambiguous, managers tend to the personal in the process of appointing personnel to play a leading role, often a confusing enterprise.

The growth-oriented enterprises, spend a lot of effort to establish a sound, quality and ability of the system model is not realistic. Enterprises at this time because of the demand is growing and changing, the system also could not really play a role, has been lagging behind in the development of the enterprises.因此. In a rapid growth phase of the enterprises should establish a simple, flexible, easy to update the quality and ability of the model.

Of the main guide to play

Another detail is to pay attention to guiding the enthusiasm of the staff take the initiative to play a passive with the active encouragement of its continuing cycle is very short-lived.

Mediocre managers under the Checkers, and a great manager of chess. Checkers are the same as a pawn, and take the same law, the pawn of chess moves different. Great attention to the manager and staff to understand the unique ability to clear their strengths and interests, know what kind of a way to motivate them. They know that the staff is not good enough "Link", the most effective way is "Introduction." So in re-engineering work, enterprise managers should be understanding as much as possible the wishes of the staff, with the actual situation in the planning and design, as much as possible so that the personal wishes of employees and the company's development goals in line.

Of course, corporate business processes as the restrictions, the restrictions on fixed positions, the staff can not be completely in accordance with the will track changes in design work, this time to pay attention to corporate managers, employees can not accept the mandatory requirements of the arrangement, but should be The very skills to guide employees to accept. When employees work on the arrangements can not accept, enterprise managers must have the awareness and determination to refuse unreasonable demands of staff to ensure that the corporate culture of the atmosphere will not be damaged. In other words, the management of enterprises as the mainstay and managers at all levels to be able to achieve the correct guidance staff, both to make the staff's initiative to play an important role, but also to staff the subjective will of the publicity restrictions in the company within the framework of cultural values.

Business continuity of design

In the implementation of the re-engineering process, sometimes a specific operation, to the neglect of the original target. Therefore, further work in the design process, we must constantly review the design purpose, in the design process to constantly reflect on our practice is to ensure the realization of the objectives. In this process, there are two details that need attention, one of which is for the same staff to work according to their different cycle targeted work design. With the life cycle theory is similar to employees in an enterprise's work there is a certain state of the law changes, we call them "employees work cycle theory." Staff from the Enterprise, its work will be experiencing the state from the initial confusion - the work of the fuzzy, to the excitement - the acceptance of work, excited to play - to work with, the ability to play, Challenges - challenges for even greater expectations, preparation, to tired - tired of the final work on the emotions. This process of change, different staff have long short, but the basic laws of the same.

Faced with such changes in the work cycle, enterprises should also do a good job of re-engineering work for mentally prepared for the work of state employees once the changes occur, the company must take corresponding countermeasures, to extend their passion for work, so that the staff Work as much as possible in the state of excitement, play period and the period between the cycle of challenges.

For example: a human resources staff into the company has been a year, in this year, her job is clerical sector, the main work of the departments within the unified management of documents, and help departments within the Commissioner's work, Working simple but unsystematic, it is easy to create tired of feeling. This time, we should be in accordance with their ability to carry out specialized design features, its provisions for the recruitment of Assistant Commissioner, clear their professional direction. In its grasp of the essentials after work, can be an appropriate extension of the depth of its work, increasing responsibility, the official recruitment Commissioner. If the company that her potential for larger, can give its further development opportunities, will join the management of the training of its work, to re-enter the exciting period. This continuity of the design can continue to work to mobilize the enthusiasm of the staff's work, as far as possible the extension of employee enthusiasm.

Values tend to

Since the enterprises to pay attention to staff motivation, staff will be considered in the past work experience in training up the skills, abilities. Past performance results reflected in the level of ability, and will also exchange staff and the staff of the work to understand the views, ideas. Based on these factors the actual design of the personal direction of the changes is to increase the complexity, or increased depth, or increased responsibility, and so on. However, there is a subjective factor may be very few enterprises will be taken into account, that is, the values tend to staff. The key factors for the positions, particularly in senior management positions is crucial, because this factor will determine the direction of staff.

As more and more enterprises attach importance to the building of enterprise culture, the staff also increasing emphasis on personal spiritual needs. Hope that through the work of the staff not only to solve the problem of food and clothing, also hopes to play through the work of individual expertise, can be achieved through the work of the value of the individual and that they are engaged in the work of the subjective feelings and their own values system match the hope that he can In a calm and happy atmosphere in clear conscience to work. However, this demand is often the most difficult enterprises found that the most difficult to grasp, but also often neglect to the employees of the enterprises.

Wages

Carrying out work to design the time, enterprises will focus on business processes taking into account the mode of operation and management functions, such as the major factor in deepening and optimization, and other factors will be considered less, as they work to design and the impact of Is not dominant, and this should be one of the most cause for concern is that wages factors.

Wages to attract good business workforce and talent of the primary factors, wages are also business operating costs of a major aspect. Enterprises to go beyond the cost competitors, it is necessary to control labor costs, it is necessary to restrict the growth trend in wages.

However, the design work to make sure every one of the challenges of increasing the value of the increase will take part in the work of each person higher quality requirement, so that employees will also have a higher income expectations. This is like Cai Gaoqiao, the two high-WHO must be consistent, if the responsibility of WHO-root ability to raise the income treatment of this root-WHO fixed, from those on the wooden WHO is certainly difficult to find balance. Therefore, enterprises carrying out work to design the time we must not ignore the indicators of wages this limit factors. In this limit within the scope of work to design, the company can gradually spread between different departments, can also give priority to key positions and outstanding staff, a word is to conduct an appropriate design.

Extend the excitement of staff

A variety of incentive theory and incentives to retain talent and encourage talents have emerged, but there is always a means to encourage enterprises have been ignored, it is the work of re-engineering.

Design work is under the organization needs to take into account individual needs and to provide a work of the task, responsibility, authority and duties with other organizations in the process. For most enterprises, the work has been a good design, production and business activities can not abandon again the new design. Therefore, the only choice without affecting the normal production and business activities, under the premise of the work of the re-design stage, with a view to adopting this approach to streamline business processes, rich content of the work and to stimulate enthusiasm for new staff.

Work to design a variety of ways, such as: job diversification, extensive work responsibilities, work, such as vertical specialization, both of which have some form of factors can be easily overlooked, but they work on the re-engineering success There is a very big impact.

The annual training plan draft

The specific details of the annual training plan by following a few key components:

1. training purposes. Each project must be clear purpose of the training (the target), Why training » To achieve what kind of training effects » This training before they can be targeted. Training purposes to be concise, must have operable, the best to measure, and this can be an effective inspection personnel training and study the situation, facilitate the training after the assessment.
2. training targets. Who are the main targets of training » Under the 20/80 rule, 20 percent of the company is naturally the focus of the training targets. These people usually include: senior management, key technical personnel, marketing and other key personnel and business. Identification of training target on the other hand is based on the content of the training staff of the division or master degree classification, the same level of a group of people on the train, to avoid the depth of different training courses, training a waste.
3. training courses. Annual training courses must follow the principle of priority, focus into training courses, regular training courses and temporary training courses three categories. Which is the main focus of training courses for company-wide common problems, future development plans for the training, or were targeted at key targets of the training, such training can greatly improve the well the company's competitiveness and efficient enterprises make up for shortcomings Therefore such training companies need to focus resources, human and material resources to ensure that.
4. The form of training. The form of training can be divided into roughly In House and the training of two categories, which also includes In House focus on training, in-service counseling, exchange of discussions, personal learning; training, including external short training, MBA education, schools, professional conferences and other exchanges .
5. From the content that involves management practices, development of the industry, such as training, training is more suitable. The rules and regulations related to business, work flow, special operations, business and cultural courses, in-house training on the mainly from the staff perspective, in the senior management staff, the training of technical personnel to the training, education, exchange visits, and so on, while ordinary Site training staff is working counselling, practical exercises more effective.
6. From the annual training plan on the specific arrangements, should be mainly In House, supplemented by outside training. In House to strengthen the one hand, can drastically reduce the cost of training the other hand In House training can improve the precision and effectiveness.
7. Training of lecturers. Lecturer in training has played a pivotal role, is divided into internal or external lecturer lecturers. Involved in training, or In House in critical courses, internal staff can not speak, need to recruit external lecturers. In the design of the annual training plan, the broad selection of lecturers to determine the direction and scope, wait until the specific training, then finalized.
8. The large number of internal training courses, the main lecturers are mainly internal. These usually include a lecturer in the senior management of the business, such as the backbone of their professional training in skills training, can effectively increase their training level. Employing internal staff training, not only greatly save training expenses, can also form a stable internal lecturers team.
9. The training time. The annual training plan the timing should be forward-looking, according to the priorities for training. The opportunity to select appropriate, so as not to conflict with the day-to-day work to the principle of trainees at the same time take into account the time. Generally speaking, can be arranged in production and operation of off-season, weekends or holidays, such as the beginning of a period of time.
10. Should provide a certain number of hours of training, so as to ensure the completion of the training mission and really enhance the level of staff. Motorola annually to all employees with at least 40 hours of training, and this time will be gradually increased by 4 times.
11. The training costs. There are many ways to budget, such as: sales revenue or profit under the percentage of funds budget, according to the company or the per capita budget for calculation of the amount. In budget allocation, they will not flat rates per capita. The main training costs to the senior leadership, middle-level managers and technical / professional staff tilt.

Public draft plan intended to

Determine the framework of corporate training courses and annual training focus, the need for the Human Resources Department to formulate an initial annual training plan, and then invited executives, heads of departments participate in the deliberations. But to do so on the one hand determine the main directions of training, avoid making crucial mistakes on the other hand, to ensure that the annual training plan is in all aspects of the joint participation on the basis of the so that each floor for a pretty good idea, by all departments The close cooperation and support as possible to improve the training effect.

Training planning to "differential treatment"

Through training needs analysis we will find: the training of different departments will be very different needs, different levels of the same departments and personnel, not the same. For example: Sales - Business representatives need to explain the basic product knowledge and basic marketing skills; marketing manager, is the focus of marketing management, channel management, and so on and then to the upper, director of marketing may have to learn marketing aspects of the plan.

Therefore, enterprises need to plan at different levels, sub-sector, classification based training courses, such as: new staff / old staff, senior / middle managers / operators, technical / sales / production, and other special training. Determine the framework of training courses on the formation of a library of training courses, not all training courses are needed immediately, but according to prioritize the needs of enterprises, and suitable training courses on the annual training plan.

Research carried out training needs

No research, no specific training. Training of research by training needs analysis of inventory and demand for the two major components. Inventory of training over the past year training summary, while demand for research is the analysis of the future demand forecast. Taken mainly through staff interviews, questionnaires, data analysis and other means to carry out interludes together.

Inventory Inventory is training over the past year and the years of training, such as training courses, training the number of participants and lecturers, training effect, and so on, listen to the low high school at different levels, different series of staff views and demands. Combing through the investigation, an understanding of the past successful experiences in training, the lack of training, staff expect the type of lecturers, teaching style, training and so on. Through training inventory, carry forward the merits of improving the inadequate training provided for future reference.

Demand for research is the core part of the investigation, mainly to obtain the necessary information in three areas: corporate strategy needs, job responsibilities and requirements of staff performance gap. Demand business strategy is the source of training needs, through research enterprise decision-making, access to the future and the coming year corporate strategy and development priorities, identified corporate strategy to the specific requirements of human resources. Compared with the existing staff requirements of the gap between corporate strategy, which put the future training requirements. Such as: enterprises to enter the international market, foreign languages and knowledge of international rules on a staff must master, this knowledge must be pre-arranged training.

Job responsibilities require staff to work is the fundamental basis for positions require staff what to do, what kind of working conditions, what kind of standards, this is a competent person posts an indispensable condition. By every duties, tasks, processes, the results of the decomposition, analysis, we find that a lot of knowledge and skills training needs.

Finally, in accordance with performance evaluation results, summarized staff performance gap, the gap between categories of performance and genuine reasons, the need to fill the gap between what the most appropriate means of training. Then, according to the company's operations, to analyze what aspects of training the current work is more important, the more urgent. Through the above three aspects of meta-analysis, it will form the training needs of staff, which is a sector training needs and the company's overall training base.

Guiding ideology is not correct, the training will Laoerwugong.

1, adhere to two principles. Training first and foremost the guiding ideology is the strategic direction of principle: What is the business strategy » What the future development needs » Training to the design of a rainy day, followed by the relevant principles: training to job requirements and the integration of staff in posts asked what the training; training to staff performance and the integration of persons missing what, what training.

2, to clarify understanding of the two. First, the training is not a panacea panacea, not all problems can be resolved through training. Therefore, we must identify with the training can not, like the system, process and other issues need other measures to address. Second, the training programme is not only responsible for the training, all levels of managers and positions have to vigorously participate. Among them, particularly in training research and higher-level positions in charge mainly because they know most of the posts, missing what they know best. Responsible for training people from the main standard-setting, organization, coordination and summed up the role.

The annual training plan how happy

Went to the "future" year-end, planning for next year's training, became responsible for training compared Jiuxin matter. As the 2001 training guidelines, the annual training plan to do to be happy.

Year-end evaluation process of the communication exchange

The performance of the year-end interview on staff next year to improve the performance of more guidance, because a more comprehensive evaluation of the end of the year, including performance, but also the ability, behaviour, attitude. Managers to help employees in the performance gap analysis of the causes, the reasons put forward a more objective and more persuasive. In the end is the ability for employees, or individuals to the extent not enough, or is not suitable for this work themselves, or their objective factors beyond the control of the work, you can pass and evaluation of the results speak for themselves. Managers through the right remedy to help employees find more appropriate ways of working, the common goal of improving the development, performance improvement can be implemented.

Evaluation of information collation, analysis

For this session, many managers fear the cumbersome enterprises are unwilling to seriously implement. In fact, whether managers or employees are required to spend a certain amount of time to record the performance. On the one hand, managers can provide them with counselling and assessment based on the other hand, employees will be able to report on his work for the year-end accumulation of personal data.

Year-end assessment should be implemented throughout the management

Enterprises not only to year-end assessment before the end of the year should be considered in short-term work, and should be run through the entire process of management throughout the year.

Early indicators identified in the assessment

Regardless of the operating target for annual assessment, or the management indicators, targets or tasks comprehensive evaluation indicators assessment, should be the beginning of the year on the establishment of specific targets, and notice all the staff so that we understand this year, the company stressed that the focus is on what , The personal direction of what should be the one hand, guiding the work of employees throughout the year, on the other hand bind the key year-end appraisal, development of the company not to deviate from the track.

For example, companies in the corporate culture in the process of building special emphasis on upgrading the staff awareness of innovation, can be early indicators in the annual assessment set the awareness of innovation or the ability to innovate relevant indicators, the staff will work conscientiously to carry out innovative activities to For the good year-end evaluation. Innovative set of indicators can be quantified, can also act, no matter what form must be observable, measurable.

Results honoured method of assessing the differences

Day-to-day assessment of the results should be reflected in the main honoured to play a role in the immediate incentive bonuses, the staff made a good or excellent performance to complete the task, they should immediately get the recognition and encouragement.

The year-end results of the assessment method can live up to their diverse, rich, the material incentives on the basis of the spirit should also set up incentives, job incentives to stimulate their sense of accomplishment or satisfaction, increase employee job satisfaction.

Spirit award outstanding employees by the end of the year to achieve the selection, design awards outstanding staff is not very simple matter. The design of the first prize of as much as possible based on the results of the examination, this can reflect fairness and openness, and secondly, the design awards to consider the general staff of various incentives. Awards less, winners of the requirements of naturally high, we all feel that I also take anyway, simply do not have effort. More awards, with a big pot of the suspects, who were really good but will not achieve the role of incentives. So when can be considered in the design of integrated performance, individual performance, team performance, and other point of the awards.

Job is to reward employees for outstanding performance incentives, the company is building the basis for the formation of cadres. Many companies in over-emphasis on job incentives, performance, competence assessment of neglect, resulting in many first-class clerk or technician into a second-rate or even third-rate managers, the normal individual can not be played.

So enterprises in job incentives, their performance, competence and comprehensive evaluation should evaluate each one-third weighting. Performance is too general, managers can not be convincing to the public, comprehensive evaluation too bad, managers can not establish personal credibility, competence can not, manager of the management role to play. Only outstanding performance of the integrated staff, the management company can become a reserve force.

Different positions of the different assessment indicators

Even in day-to-day assessment, it should be to identify and find the positions of each of the key performance indicators.

Year-end assessment indicators in the difference between the different positions of not only reflected in the key performance indicators, the more important positions is reflected in the difference between competence on.

But now many companies are assessing the competence of the beginning of a misunderstanding, that is, the enterprises of all staff to the same competency requirements. For example, the sales staff in the ability to communicate the requirements and administrative personnel in the ability to communicate the request is different. Therefore, in the year-end appraisal, we must design a targeted assessment indicators and assessment standards and competence so that the evaluation findings to staff more guidance.

Year-end assessment should be implemented management differences

Differences in management, not to speak in the year-end appraisal, design some special targets, a number of different forms. It means the end of the day-to-day assessment and evaluation to distinguish between design, outstanding assessment focus, strengthen the annual targets.

To identify the year-end evaluation and assessment content of the day-to-day focus .

Now many businesses have implemented a monthly or quarterly assessment, but the annual examination is still a very important evaluation cycle. Many enterprises in the year-end, the examination will focus on the year-end report on his work and comprehensive evaluation of the impression that such examination is obviously not comprehensive. Regardless of which one is the evaluation cycle, the operation and management of important business indicators should not be ignored, the annual examination and routine examination on this point there should be no difference between the two is the difference between the standard assessment is different. Year-end assessment of the work will focus on those who need a longer period to reflect the outcome of the work content. Corporate functions such as management system or a system would require the establishment of a longer cycle, the development of new products or trial production usually will not be completed soon. In addition many companies now beginning to staff competence assessment of competence in a short period of time is not going to happen big change, and therefore can competence as the annual examination of another important indicator.

Most of the year-end assessment mere formality

We are most familiar with the assessment method is the "hastily passing through" as the performance appraisal: Human Resources in accordance with the practice of some staff evaluation forms to all department managers and ask them to the required time fill out.

Before the guidance department managers and the staff will conduct a brief exchange, the staff of the individuals seeking the views of self-assessment. Managers in staff self-assessment on the basis of the individual to fill the evaluation, to the Human Resources Department, completed evaluation work.

There is also a commonly used form of assessment is the "360-degree assessment." Human Resources Department each year will be several forms of the hands of staff, you need to close your manager, colleagues or subordinates for evaluation of the subject every year, the rating was also no major changes. So you on the big difference is not bad to have everyone playing a middle-evaluation a few minutes on end. You know that others will evaluate you, so you in the office has jumped again, to tell every one of my colleagues, gave me complete, I will not Kuidai you.

Examination of all the unsuccessful or have a negative impact, the key lies in enterprises in the year-end assessment did not design the content of assessment, not a good assessment of the planning process, resulting in assessment have become a mere formality and unjust results.

We believe that enterprises in the year-end assessment to take "management differences" and "full management" management methods.

How to make year-end assessment can be efficient and fair ?

"Oh, I think the year-end appraisal, I heartache."

Xiaotang an organization he filed last year by year-end assessment of the company or the fear remains. Last year in January, Xiaotang just human resource managers, the company wanted him to organize a year-end appraisal, Xiaotang , Tiaodeng night, a design that is very professional since the end of the year appraisal programme. But Huang negative partial days off, to test lost two department managers, the brain drain!

Many enterprises in the service of human resource managers are faced with the same problem. Staff hard year, hoping to get a fair and impartial judge; company after a year of operation, hoping to find through the end of the examination room for improvement. So companies are on the staff and year-end performance appraisal place great expectations, is responsible for organizing the year-end assessment of human resources managers of the great pressure on the natural, hope to find an efficient and impartial evaluation programme.

Expanding existing business areas

Leadership model - the selection of the ruler . For the definition of entrepreneurs, Chinese and foreign scholars divergent conflicting. World oil king Luokefeiluo that entrepreneurs have their own ideas, the enterprise will be set, and to avoid risks of business decision-makers, organizers, conductor; king of the world's wealth • Bill Gates believes that entrepreneurs are thinking Will be reasonable organization established resources, enterprises can bring in the right direction of the head, policy makers, conductor; sit tight in the first household appliances to the world of Shing Tin Kau Yi-fu as the view that entrepreneurs will be enterprises and strengthen, expand and create Brands, enhance corporate image of the organizers, conductor; Zhang Ruimin, entrepreneurs are excellent operators, is a group decision-making is correct, the command of science groups.

It is easy to see, the leadership are entrepreneurs and senior leader of one of the necessary capacity. Generally speaking, the leadership from both natural factors, acquired from the environment, education and practice. Leadership is the innate factors that innate endowment of individuals. Leadership of the acquired personal growth factor is the environment, education suffered and experienced in practice.

More internal selection of leaders to observe and understand whether they have the innate leadership, the day after the formation of factors can be gradually leadership training, so the formation of congenital factors in the selection of the best leadership they can have.

Selection of a team leader to be very, very carefully, before the election of the basic work must do a good job - to set up a business leadership model. Whether innate or acquired factors factors have formed the leadership must create a model of leadership, through the leadership model to selecting, appointing high-level leadership.

The election must be in the best performance of the existing posts? In the selection of senior leaders, according to the original duties to assess the achievements is good.

But some people in the jurisdiction of only a few under the leadership positions, can do very good work, and when the new job requirement is under the jurisdiction of a lot more comprehensive leadership positions, it is necessary to assess whether they had to cope with. At this point not only to look at the candidates on the original positions in the work achievements, but also depends on its own terms and in the future to a leading position in line with the requirements.

Therefore, the most important thing is to carefully evaluate all candidates. And to be engaged in the senior positions of leadership model to be in control, and their curriculum vitae as a supplement, then the candidates become victims of the Peter Principle on the possibility of reducing to a minimum.

In the new industry, business, the introduction of high-level leaders in higher survival rate, because the original high-level team of new industries and business know little, not too much interference in the work of new people, new people will leave more room for development. Existing industries, the introduction of high-level business while the couple's operational capacity and ability to adapt to the high demand, because the original work of the senior team are very familiar with, will find fault with the work of newcomers, Pingtoulunzu, even with the past "brilliant" success and now control So that newcomers in the cracks it is very difficult to meet its development. Therefore, the selection of senior enterprise managers, not only from the company's business development and corporate culture point of view of balancing considerations, but also adopt a different strategy and the selection method.

To explore new business areas

When a company ready to explore new areas of business, management innovation, technological innovation and system innovation will become the face of a fundamental and strategic issues. At this time, new business figures the core leadership team to the introduction of external suitable.

The reason for such a choice is mainly by the enterprises of the internal problems and external challenges by the decision. Internally, when the traditional business enterprise and a market potential for mining completely, or getting lower and lower profit margins, the whole business needs to seek new growth points, or so fundamental to the company's strategy adjustments. At this point, company's existing leadership or management, often through various channels and resources to new areas of the basic trends and to predict the direction of development, some companies also hire professional consultants to undertake specialized analysis and feasibility studies. However, the company has a clear "what the next step" after the next face an important question is: almost no existing leadership of the new industries of the actual operation and management experience, and even specialized knowledge is very limited. At this point, put in the leadership before the very real question is: either from outside the introduction of senior management .

Leading bodies within a common view is the opposite: Why can not we, as business companies, their dynamic it . There are more intense point of view is: the development of big companies, and developing, and now some people to meet, inertia, do not want to further their own hands, just want to command others to do, so the introduction of senior management. To hold these views, their motivation is good, Laojifuli, Zhizaiqianli, but some one-sided. First, because most companies and the development and expansion started in the 1980s or 1990s, when all of China's industries are in transition from a planned economy to a market economy in transition, the basic market environment to allow each enterprise from scratch, From small to large continuously from the "small mistakes committed without committing a big mistake" in the accumulation of lessons learned. At that time, in addition to the state's key investment projects, in general enterprises are from several million to tens of million or even started a few thousand dollars. Like many small companies do, often millions, tens of millions and even cast into the Jige Yi » Secondly, from the standpoint of personnel, the majority of private enterprises, entrepreneurs, senior technical and management talent and experience of senior management personnel, together but 12 people, and society as a whole most of the major talent in the backlog of large state-owned enterprises , Limited by the size of the new enterprise creation and conditions, people want to dig up, but also to dig. Comprehensive internal and external factors and conditions, then their hands venture is feasible, is the only feasible.

When companies want to look Fangde Geng Yuan, in a rapid growth in new areas to strengthen the strength of experts, from the outside Jobs became a natural choice. For example, General Electric last win over a number of real estate experts to help expand its financial services business of the real estate sector. Cisco Systems, a network business solution from the external sector has been looking for a specific industry can lead the advisory team of experts. Also, General Electric recently hired retired Air Force officer Taylor (FrankTaylor) as the company responsible for the safety of the people. Since the terrorist attacks and natural disasters, flu concerns, the company set up a date in this sector. General Electric in this area will be put in place the current move is not yet known. Taylor will launch the staff is expected to send some old people did not imagine that the management initiatives.

Sometimes hire people from outside the geographical expansion for .consideration. If a Beijing company to set up branch offices in Guangzhou, the business leaders who are likely not familiar with the situation on the ground, there are also some language barriers. At this time, from the local Philip Murphy may be a wise move. The majority of Chinese enterprises in such circumstances often take a different approach - internal deployment of "streamlining Jiangjiang" personally lead presence, the original intention of this approach is understandable, because the trust point of view, especially as this "high mountain Emperor Yuan ". However, we consider the issue will depend on the primary contradictions, seize the main issues, as trust issues can be carried out through other means binding. Many facts have shown that airborne high-level leaders of the new company is more important is not the function of the match, but with the senior team boss and cultural - that is, values, personality and can fit on the motive. If a professional manager for one of the characteristics than the tip of the case, his qualifications, knowledge, experience and ability, performance, and so only exposed the sea level 1 / 3, and the decision whether he is suitable for enterprises of the key factors, such as values, Style and motivation, it is hidden in the invisible underwater 2 / 3.

It is precisely this "underwater" some of the most difficult to grasp. According to statistics of Shanghai people, almost 90 percent from foreign invested enterprises "airborne" to the senior leadership of private enterprises who have left within a year, one of the most important reason is not complete harmony with the boss's style. Figure, the great circle is a private enterprise culture, the boss's personality and style become the main culture, senior leaders must adapt to this style so as to integrate into the enterprise. The outstanding foreign invested enterprises are already formed a core cultural values of the organization, will be newcomers to assimilate, the boss of the personal style of the implications to employees relatively much smaller. If the choice of a new career platform that did not weigh up their boss's personality and style can live in harmony, to lay a groundwork for the future we all Xinxubuning the "seed."

Therefore, the introduction of high-level leaders like married men and women, 1950s and 1960s is the first marriage to love, even if they are not, but for children, to families, and tolerance of the bar, the last two painful of his life now is the first love to get married, Even some trendy men and women in Shihun phenomenon.

A domestic enterprises to identify the owner of the senior management staff, the usual method is with the first long-term contacts and become a friend about it, very understanding and mutual trust each other again after hire. He is assistant president of competitors from where "careful cultivation" derived from the five or six years, the latter for him carding a corporate culture and talent strategy, daily advice for him, quietly doing a lot of work behind the scenes, he is Heart. Now, he went to Beijing from time to time on reading EMBA, he can close reading during the phone. Because he too has assured its executives.

Husband and wife is the best character similar to the order of, but sometimes the opposite character, a complementary, but also Baekdu Xielao. Selection of senior enterprise leaders is the same token, the candidate's values and personality is also important to consider, in the style should be complementary to his boss: he was a little more education abroad, his deputy should be in the country to grow up; he Psychology A little more knowledge, more deputies would understand the legal knowledge; distress love him extensively solicit the views of others, his deputy was a personal best of assertive He compared impatient personality, his deputy should pay attention to think it over. One person next to the old in with you not the same, and this is his greatest value.

Chinese enterprises

From the overall level of Chinese enterprises, entrepreneurs and the upgrading of the top leadership in the next three to five years will be an irresistible trend, whether from internal or external to introduce the training and selection, the selection of "second generation" of senior management Many have become entrepreneurs have to face an important topic.

Internal personnel selection and two cases 2

Internal personnel selection and two cases 2: B is a production and sales of auto parts companies, mainly the major Zhuji Chang matching supply. In order to explore new sales channels and expand sales and improve survivability, B Company financed the establishment of another parts sales company, mainly for vehicle maintenance and after-sales service market in sales. B Company from a well-known high-paying foreign-funded enterprises to introduce a general manager in charge of the new company's operations, a year later, no progress has been made the new company's business, the introduction of the original general manager and senior constant friction between the president to resign, And another company soon to go to work.

Internal personnel selection Case 1

Internal personnel selection Case 1: A group of Jinan to production and sales pressure vessel for leading industries, since early 2004 to get involved in real estate, and sales of the original charge of the deployment of the appointment of Lee, vice president for real estate. After the founding of the company has developed a total of two flats, a project because of quality problems forced lay-off; another location because of improper and unreasonable apartment design, sales is not optimistic. A group of the total remained puzzled despite much thought, in today's real estate market straight up, a lucrative market environment, its most powerful faction of the go-getters (Lee vice president of loyalty, dedication and outstanding ability, the original charge of the Sales performance has been good) to charge real estate, it is so state.

How to create a reserve management team ?

Question: Given the rapid development of the demand has been increasing. Currently enterprises in order to improve the overall management level, to adapt to the rapid development of enterprises, proposed the establishment of the reserve management team, but how to create

Chen: We often hear the so-called reserve management team and the successor plan, in fact, treat it as a strategic talent management on the part of relatively easy to understand why.

We first need to know is the company's strategic goal of what is, in such a strategic objective, there will be what kind of organizational structure, what are the strategic positions and the positions of these people have asked how, what should have Kind of quality requirements. Make clear these will enable us to work purposefully. To complete this step, I propose that the company and senior management to work together to jointly define these elements.

Second, we must establish a process of selection and recruitment methods. Usually speak in-house compared to a continuity of selection, compared with the company culture and values. When companies need to change, a new business, external recruitment is a better way. In any case, a process, structured approach to a certain extent, quality assurance personnel.

In the reserve team and the successor plan to establish, for their study, use and management is a very important aspect. Haier's well-known mechanism that the race is the question of the use of personnel, through the use of personnel selection and to further verify the accuracy and the use of the exercise is also a very effective method of personnel training, especially for rapid development of the Chinese market. As for the assessment based on their positions in the company's goals and requirements to develop specific indicators for evaluation. To avoid that some companies that culture is the successor in different positions on rotation, without giving actual level, which weakened to some extent the effect of training.

Of course, the training of personnel to be complemented by a better system of training mechanisms, but also to individuals based on the actual situation. We consulted one of China's top 500 enterprises on how to improve the leadership have a comprehensive plan. First is the reserve team for a 360-degree feedback, found inadequate, and then in a targeted manner to conduct training courses for a period of time to review. This process can be relatively effective in raising the reserve team's leadership capacity.

My view is the reserve team or a successor is the norm, it is necessary to do every year, every month to review and implement the day-to-day work, so as to ensure that the cause of a solid talent protection.

How can a manager of personnel training awareness

Question: There are many business managers not only focus on employment and personnel training awareness, as Human Resources Manager How can they establish the concept of personnel training .

Chen Ming-chang: indeed heard a lot of human resource managers line manager complained about the lack of awareness of personnel training, The reason, I personally think that two aspects should be the objective and subjective analysis. From a subjective point of view, the manager's attention, mainly in the business, and that the actual business of the training exercise is the best way, other things temporarily Gubu Shang. Objectively speaking, the changes in the Chinese market faster, more opportunities, frequent staff changes, personnel training and do not see short-term results, may not have investment income at the same time, many enterprises in personnel management on many issues have not been systematic and structured, such as Said that according to the development of enterprises, in the end what kind of people need, how many people need, the ability of these people are asked what, and the corresponding ability to request the training content and means it. These basic work may not yet have a clear description, making the manager can not start. Training is often talked about sending Reading Master of Business Administration, often with little to do business, instead of the lower investment returns, which in turn affected the personnel training concept.

To change this situation, the only way is to give general manager of personnel training and operational understanding of the inevitable development of ties, but also in personnel training ideas and personnel training system consistent. Proposal to take the following steps:

The first step, almost all the enterprises will have the problem of talent, you can talk about a meeting with general manager of business development and personnel in connection with the bottleneck, chats can be specific to the lack of personnel capacity.

The second step, from the enterprise of the required capacity, and business managers to define the specific talents of the content and means of development. Is not only training and academic education is the training, said the status of our past Hubanghuxue and self-learning and training is more effective means, especially the designation of a career development instructor perhaps more targeted training to do the work.

The third step is to work in a planned training, assessment, but also to reflect on the support of the business.

Expansion of the enterprise

The expansion of the enterprises are in this situation, mainly due to the expansion of the former ignore the following three things: First, effective human resources planning and the other is the effective implementation of personnel training plan; three positions is the key personnel of the effective reserves.

The lack of human resources planning is the main reason: the fuzzy corporate strategy and uncertainty; lack of human resources planning expertise, lack of awareness of the human resources management team manager.

Personnel training plan has not been effectively implemented lies: the lack of specific personnel training and systemic; managers indifferent to the concept of personnel training; lack of an effective system of protection (for example, culture and did not train under no distinction between the term of office of the cadres not Uncertainty brought under cultivation within the driving force of the missing, etc.); does not solve the technical problems (for example, difficult to quantify the effect of training and evaluation, etc.).

The key posts have not been effective personnel from the reserves: excessive labor costs absolute concern, managers are usually intended for short-term lack of scientific analysis of the work, the key posts have not been seriously; key posts of the scarcity of talent market and to develop a longer cycle, etc.

In short, the past has become history, a better grasp today and the future is we explore the value of the exchange, the action to do three things, so that's out today because of the beautiful flowers, the great bear fruit tomorrow .

The selection and the bottleneck "is" Where?

Recently, our customers in many of these enterprises, after nearly 10 years of efforts and accumulated through the merger integration of the development of a group of enterprises. However, along with the growth of enterprises, some of the problems also will be revealed, particularly the backbone of the manpower shortage has become a constraining enterprises to further the development of bottlenecks. For this problem, a vulnerable human resources management consulting firms, general manager and chief consultant Miss Chen Ming hope that through this column with you an old friend of the new joint exploration on the way to solve.

From the source to find solutions

The work made a mistake in how to do .The first reaction is to immediately take action bias or error to be corrected, so that losses to a minimum, then the root of the problem to take measures to avoid similar problems. For example, when machining a non-conforming product, goods of this failure to take measures to make it a duration of goods is qualified to correct the problem; failed to appear for reasons to take measures to put an end to solve the recurrence of a similar phenomenon, the problem is To take corrective measures. "Correcting" is taken to address specific issues of the interim measures, and the "factual" the solution is different. More importantly, when the same type of problems appear twice or three times, the staff will be vigilant and to more than a few asked why, from which to explore the factors and causes of the laws of reason, and for this reason to take corrective / preventive Measures to prevent similar problems from recurring. Is the so-called "eating a cut, a long-chi," he never in one place wrestling For the past recurring problem and the corresponding corrective measures taken to classify, compile, organize, share in the enterprise, we can do " Cutting a person to eat, the people of Chile ", in the context of the whole company to set up such issues," Firewall. " Do this step, the settlement of the issue to be a closed loop.

Upon the completion of a work, we must cultivate the results will be compared with the target expected to assess the habit, to ensure that the goal of accurate reached; will work experience and work experience summary, refining, distillation, and which sum up experiences, find the law; Standardization will address strategies, tools, and sharing in an organization, so as to achieve common increase, with growth objectives.

She Xiang any enterprise employees through continuous training and counselling, can with the company vision of the direction of the development of guidelines on reunification with the company initiated the idea of the value of unity, consistent with the company's work style uniform, and on the basis of this spontaneous To work to achieve the ability to work on their own initiative development and continuous improvement. "Delegate to the fish, is to delegate to the fisheries." To achieve this purpose, enterprises can make the most valuable pay, is the mental model of its staff training; implemented by the most effective training is for staff training in ways of thinking.

The crux of the problem and find the essence of

"Give me a fulcrum, I will be able to move forward to the whole world," Archimedes found in the principle of the lever so excited after the Fang Yan. In their daily work is also often encounter such a situation, there are some issues to contain each other, no clue, but more to attempt to resolve the worst, or in some cases we will not Gudong GU West, about Zhemang. Under such circumstances, they need to train staff to develop the habit of thinking system, to seize the key.

The solution can only be descriptive delay the arrival of trouble, or even make the problem even more serious. When they encounter problems, the people are accustomed to solve it for granted, or just want to resolve as soon as possible, do not want to think about what is the root of the problem, Shu I wonder if this "first headache medicine, medical Jiaoteng feet," the solution is likely to The future brings more hidden dangers. Today, many of the problems is from yesterday's solutions.

Systems thinking is: In considering to solve a problem, not treat it as an isolated and fragmented to deal with the problem, but as an organic system associated with recovering the source has been found to solve the problem The most fundamental factor that date. For example, a certain number of factories due to the discharge of sewage, so that many rivers are polluted. The authorities concerned to take a lot of fines and other measures, such as always can not solve the problem, how can we let this sewage treatment plant. The famous German • Bo Nuoti thinking of Jurists to the response is: the authorities can legislate a law, factory sources of water input, we must establish its own sewage in the lower reaches of output, self-discipline to control factories, sewage purification .

Teaching staff should think ?

Their analysis and judgement of things is based on an objective basis for the phenomenon of a psychological reaction assumptions, and thus infer a conclusion. The number of self-righteous thoughts in the deep-rooted change in the inference? » Due to personal experiences, background and experience, this conclusion is sometimes a more accurate intuitive, sometimes they will mislead our own. First of all enterprise employees to make clear is that regardless of any problems encountered in the work, should take a proactive attitude to face, rather than criticize others, complained that more than to escape Tuituo or ignored.

For example, Li said: "Sally look down on me." Based on the fact that: Sally and I never notice. So the more alienated Sally Li, the relationship between two people more and more poor. If the company should not only promote harmony between employees, fraternity, tolerance, and asked whether the employees who view, they must within 24 hours of candid communication, not to the negative sentiment to the growth opportunities. Li will be open then perhaps ask: "Sally, you see why I never notice it, I was not offended by what you» "Sally might say:" I am very shy, embarrassed and you Hello ah. "Find the crux of the problem, it found a natural solution. Many enterprises to promote "communication without limits" is to guide the staff understanding of this fact: in an organization, there will always be the case, as the problem, no problem with the organization actually does not exist; further guidance to come to such a hypothetical : As long as those associated with the issue of timely communication, fully exchange, the problem will be resolved; what mode of communication is most effective? » Submit a formal report, when the report for leadership, initiative in organizing the symposium session…… If the employee aware of the significance and communicate the benefits, he trying to take various measures, positive action.

Awareness training guide + thinking

Why the total staff in repeating the same mistakes committed . Why do employees always stay in the level of factual solve the problem . Why provide a lot of training, but often have little effect . For corporate staff training and guidance, in addition to the knowledge level, the level of skills training, staff pay greater attention to the cultivation of mental models, pay attention to ways of thinking to solve the problem of training. Only the staff to improve the mental model, the dimension of thinking has changed, they could essentially learn how to work in the face of an endless stream of problems, from how to boost the source of thinking to solve the problem, from within and field behaviour change Model and improve problem-solving skills, thereby enhancing performance.

Mental model and way of thinking closely related

In the above story, select "doing nothing", the psychological assumptions on the stage into a negative, to avoid the mentality and eventually become a negative Masquerade - the people that "as long as perseverance, we can succeed," the people , Is more vertical thinking, logic, tend to focus a certain point, persistently and constantly strive to increase the level of lies "perseverance" and "work hard in the end" that "as long as the ever-changing, can be successful" people , The plane is even more good at thinking, biased in favour of use of a variety of ideas to ponder, continuing to explore the possibility of other ways lies "timely change," "flexible Qiaogan." For example, in a local drilling wells, if the fight could not, by way of vertical thinking, well that will play deep enough, its efforts to the extent not enough; while the plane of thinking to think, is likely to be considered is the choice Drilling wells wrong place, perhaps there is no water here, may need to Wadao played very deep water, so in such a place and its efforts to find a more easily than the local water wells.

Thus, the mental health model and way of thinking is closely related to, and ways of thinking can be adopted to guide, training, exercises to the training. If businesses want employees to continuous innovation to improve the working methods and enhance efficiency; change in the quality of products / services model, in order to compete with rivals in the process of establishing the company's unique core strengths, it not only to the employees Indoctrination "Only innovation can win market opportunity" concept, should be thinking more in staff training, in the face of various problems at the Institute for the correct assumption that "how can I change before we can make the work more efficient» " "If a change in perspective, is there a better way» "In this kind of" quasi-conversion exercise ideas "to support the conviction, the staff will take the initiative to try a new mode of operation.

Mental model of the reaction cycle

People in the mental model is in the process of growth by the growth of the environment, education background, the impact of life experiences, and gradually formed a set of thinking and behavior patterns. "Our mental model not only determines how we awareness around the world and affect how we take action…… different mental model will lead to different behavior" by Peter Senge • "section Wuxiangxiulian", by summing up the reasoning Ladder - mental reaction cycle, we can see: a different mental model, the problem will be entirely different from the judgement; different people even in the face of the same objective facts, as way of thinking, different values, the initial psychological stress Different response, then come to the conclusion different from the last performance in the action level, the show has more of the differences.

The three people in the story is different because of the mental model of the cognitive point of view outside of different things, different thinking on the path, so ultimately the action taken is also very different.

Enhance the quality of thinking

After the rain, a small spider very difficult to fragmentation of the network Paqu wall, the wall of humidity, it must climb up the high, it will fall, but it is also time and again to the Shangpa, although again, to swap Down……

After the first person to see, You Youde sigh of relief, talking to himself and said: "As my life not only spiders? Busy all day long no income. "Therefore, he increasingly depressed.

After seeing a second person, he said: this spider is really stupid, why not from the next dry place to climb again around the » After I can not, as stupid as the spider. Therefore, he has become smarter, not to look at things Niujiao Jian Lizuan.

After seeing the third person, he was Spider fail repeatedly touched by the spirit of war. Therefore, he becomes strong, and is willing to reconsider the face of the challenges he fears most.

Why three people in the observation of the same things, the views of inconsistency, psychological reaction inconsistency, the decision not to take the final action is also inconsistent . The reason for this is mainly because of their different mental models.

Feedback + reflection

A person can determine their positions with effective and outstanding acts, there are a lot of the tip of factors, such as the individual's role in society, self-awareness, special work, motivation, etc., these are the development and leadership will play an important role. For example, to do a good job can lead enterprises to promote a change of leadership, in addition to the need for forward-looking strategic vision and understand the industry's needs, whether he thought prudent, careful pondering whether good at, whether or not the structure, whether there is a logic at work Can withstand the pressure and frustration, can effectively persuade others, can influence change will affect the success.

At the same time, we can clearly see a phenomenon, as a professional, in the knowledge and skills of their missing on what is easy, but the tip of his understanding of the characteristics of the individual under the influence, it is very difficult, many leaders are facing A self-awareness of the blind spot. For example, an incentive will not be under the leadership did not know their own personality in doubt, look forward to be recognized is low, there are not good at insight, and other characteristics, will greatly hinder the leadership of the play. If we can help senior management to cognitive behavior behind the deeper reasons, will further strengthen the training effect. As shown, some of the leading personality of the potential impact of the play. On behalf of individuals scoring circle, landed on the green region that have the ability to help, landed on the white area that capacity limitation.

To sum of the individual knowledge and skills, character traits of feedback and evaluation of the sum will help the core business leaders have a full range of self-awareness, more importantly, all are based on the cognitive capacity to business needs and requirements of evaluation Generated. On this basis, the Human Resources Department can be equipped with relevant training resources, use of evaluation results of personalized services; inter-enterprise employees can also share the results through better interaction and cooperation. This will enable the senior management of the enterprises have a stronger and powerful direct services from enterprises and strategic leadership, to form the core competitiveness of enterprises.

Training guide

The enhancement of knowledge and skills development can rely on the study of access to training and skills upgrading of the obvious effects, easy to study assessment. If the managers of the managers skills training, through participation in training, EMBA, EDP courses such as ways to enhance skills of managers at the same time in order to enhance the knowledge reserves managers, administrators at the system of knowledge, the managers of professional knowledge Training counselling, through the hiring of outside experts to the targeted training, or send out through the form of knowledge to add.

Multi-linked training leadership

As we all know, knowledge and skills development as a lifelong career in terms of people's mandate, all these elements will undoubtedly affect the results of our work, which is the current leadership in the development of commonly used route. If EMBA training, EDP courses. However, the development of outstanding leadership knowledge and skills upgrading is only one aspect, to help managers become a real leader also need to have the temporary high-style, charisma, the staff in establishing credibility. This will require leadership in the knowledge and skills training in addition to the increase, more importantly to enhance the charm of leadership and, through the quality of the tip of the fundamental characteristics of the upgrade from the lead managers on the leading edge of excellence. So in the cultivation of leadership in the course of the need to distinguish between the quality and ability of the tip of the knowledge skills, or the tip of the quality of features, from top to bottom tip of the different needs of different training methods.

Practice+feedback = Zhenzhi

Simply rely on personal reflection on the culture of personal leadership in the development of certain restrictions, after all, self-awareness and practice have a certain distance, everyone has self-awareness of the existence of blind spots (others do not understand their own understanding of the part), at work On the basis of practice through official channels of feedback on personal leadership development has played an inestimable role, which is 360 ° in recent years swept the world's leading assessment of the main reasons. And evaluation of the leadership, not only by the scores, results, evaluation forms, the evaluation process, the evaluation results, feedback forms will promote self-awareness of managers and staff through the invisible managers to promote the effective supervision of a pattern of change . And through 360-degree evaluation, so that their superiors, and subordinates at the same level of the core leadership of the staff for feedback, so knowing what has been demonstrated outstanding acts, acts which hinder their ability to play. See below (+ representatives to promote the ability to play, - the ability to play on behalf of the obstacles, gaps that neutral) It is easy to see, through a 360-degree evaluation, can help leaders find themselves on personal conduct evaluation of the blind spot.

Organization guide

Clearly defined leadership model after the success of enterprises and how to staff development excellence in leadership » On the one hand, through the leadership of the organization model inherent feedback through feedback to promote the concept of leadership enhance leadership, on the other hand, business organizations need to play a mechanism for the training of staff leadership training.

Personal efforts

For individuals, we need to achieve compliance with its own development "to understand who I am," "What I need to become", "I already have what" and "I also lack any" process, that is a clear business needs, a self - Awareness of the process of formulating development plans. Let reserve personnel, the incumbent managers understand their leadership asked for personal development is the first step, only understand what I can to become a personal career development goals based on access.

Learning from the personal development point of view, will continue into the figure above the basic six steps for the development of individual learning; The first step, awareness of quality model, in the outstanding work of the actions that need, recognize the existence of quality model;

The second step, the quality model to understand the usefulness of the work know how to use;

The third step is an accurate self-assessment, know that they also lack;

The fourth step, began to use leadership model, from low-began to do;

The fifth step, the practice continued under the requirements of the quality of model behavior, and the more training the better;

Step 6, can be skilled in the use of work, good behavior everywhere.

Of course, the personal level of career development at the enterprise always rely on the environment, when the request of the employees in enterprises enhance the ability of the individual, but also for enterprises to enhance the performance of a direct role of individuals and organizations to achieve a win-win .

Leadership Training

Leadership model is difficult to establish, but the intervention of outside experts, many enterprises have already established themselves with the characteristics of leadership model that is clearly a "successful leader in the definition," but how more effective application model, So that the existing leadership of the more outstanding leadership, reserve talents come to the fore .

Construction of the quality of leadership model

At present the majority of the leading edge of understanding also be limited to general and universal principles of leadership. These principles are as a leader in any need to have a business, such as doing the right things, an exemplary role models, continuous learning, and so on. Outstanding leaders should understand and apply these universal principles of leadership in the organization to create atmosphere for the successful leadership. At present, China's leaders most of the training is based on the theory and knowledge of the above.

But in addition to the above points, should be regarded as a true sense of the successful leader, also need to have the support of business strategy request of the successful performance of enterprises to obtain the special ability, and not only comply with the universally applicable principles. This is the "model of leadership" concept, the leaders have a particular leadership refers to a specific company, industry and environmental requirements, in order to support enterprises to achieve the established strategic objectives to promote enterprise development and should have the best mode of behavior and leadership combined . These factors will support the organization's strategic vision, but also support made an important factor in business success. For example: one is facing a transformation to meet the requirements of enterprises in emerging markets in particular will need leaders with the leadership change and innovation capacity. Another facing the effective implementation of the existing business model of companies need a strong leader to promote the results reached, plans and organizational capacity (currently on the market relatively respected the "execution").

According to requirements of individual enterprises the ability to model the one hand, as a training and development of a clear yardstick for the direction of the core staff training, more importantly, because of the standards developed under the strategic objectives of enterprises, the development of truly people to achieve objectives and performance Services, not just blindly follow suit, lack of purpose.

The quality of leadership model of how to cultivate leadership

The quality of leadership once the introduction of the model to many large enterprises has brought the leaders crack "password management personnel," the dawn of many businesses pay homage to the model that they spend lots of money to hire an external team of experts to establish their own leadership model. But after the establishment of some Hutouyiwei, the simple application of the annual evaluation of leadership, the leadership of reserve officers to measure potential, but also inevitably bring to tension and high-level managers complained.

Meet the needs of the leadership model of how to use . This has become a present-day human resources managers of the deeper problems of tackling key problems. A unique model of leadership for its successful model of leadership, and the use of its features include cast a mysterious veil.

Business management courses

1. "Two Courses": "Ideological and moral cultivation," "Introduction to Mao Zedong Thought," "legal basis" and "Situation and Policies" and "Deng Xiaoping Theory" and "Marxist philosophy";
2. "Public Course": "English", "sports" and "Higher Mathematics", "University of language;"
3. "computer": "Basic Computer", "C language", "software technology base."
4. "Mathematics in economic management": "Linear algebra," "Probability and Statistics" and "significant", "OR";
5. "Economics of Law": "China's Economic Law", "International Economic Law," "tax";
6. "Management Course": "Management principles," "Enterprise Management", "human resources management", "management psychology," "Strategic Management", "management information systems";
7. "relevant accounting": "Accounting basis", "Financial Accounting", "Finance", "financial management" and "international finance";
8. "Other specialized courses:" (key) "Micro-economics", "Macroeconomics" and "finance" and "marketing" and "corporate image planning", "International Trade and Practice", "professional language" and "technical economics" and "public relations Science "," creating works and new product development "," quality management "," investment economics "and" corporate culture "and" enterprise diagnosis. "

I would like to self-Business Administration

1. Self-study business management needs which books . How could buy in . Concrete that Kazakhstan, do not use phrase "such as" general.
2. After self-examination should be Where application, specific procedures on what is .
3. Examination of Business Administration received a diploma at what ? At school? Is not able to test the focus of the University of Diploma in Business Administration .
4. Business Administration have the physical requirements?
5. Diploma received after the enterprise self-recognition .
6. Diploma in Business and Management of whether there are gradations of .

Business and Management Department of Public Enterprise Management Division

Public courses are in English, computers, economics, etc. (depends on the specific arrangements for schools), there will be specialized courses on the linear mathematics, advanced algebra and geometry of these, 10 to be specific on the introduction of the professional schools to see.

Hunan Business School's business management professionals

Business School is certainly professional undergraduate major Course: English, advanced mathematics, Western economics, economic law, computer application, management information systems, management theory, marketing, modern enterprise management system, industrial enterprise management, modern shopping malls Management, corporate strategic management, public relations, logistics management, human resources management, international trade, financial management and transnational business theory and practice, technological innovation, science.

Accounting and business management professionals

Examination of Business Administration can license what professional qualifications . If the test can test what professional accounting qualification licence . Fujian's economic management of cadres and the Fujian Institute of Higher Business College better than what . Accounting of good or good management of industrial and commercial enterprises Of Business Administration may test the economist, accountants and so on. Examination of accounting Xiankao of their qualification examinations, such as computerization. The two schools are good, you can learn is the main key. Accounting and business management are really good to see your personal hobbies and interests to Na Zhuyi!

Tianjin Commercial University of business management

Tianjin Commercial University of business management professionals Zhuansheng Ben professional examinations to those reference books

I admitted this year, the commercial business management Zhuansheng Ben, our examination materials is a modern enterprise management, and now you buy these books useless, perhaps next year he will change materials, such as specialized courses on, you look at materials, is also able to cope with the examination .

Evolution of business management

Enterprise management refers to the evolution in the development process of management changes in the ways and means to go through the process, usually by the evolution of a three stage, stage management experience, scientific management stage), stage management culture.

Different stages of detail

Stage management experience: small-scale enterprises, workers in the enterprise managers within the field of vision surveillance, corporate governance by the rule of man can be realized. Therefore, in stage management experience, the staff is a prerequisite for economic management were assumption that human nature of this evil, born lazy, and do not like responsibility, passive, it is this view by managers of the incentive approach is outside the main shock, inspire Luobo Jia Hu is the big stick approach, the staff also control external control, the key is to control the behavior.

Scientific management phases: relatively large-scale enterprises, rely on it beyond the reach of the rule of man, so should the rule of man into the rule of law, but the understanding of human nature or the economy were assumed to be the premise, relying on regulations to manage the enterprise. Its staff incentive and control or external, through punishment and reward to the staff, employees expect to be rewarded or because of fear of punishment, according to staff rules and regulations to act in the enterprise, under the command of the managers, management Content management staff behaviour.

Cultural management phases: the border fuzzy enterprises, social management on the premise that people assume that Renxingbenshan, there are feelings of the people, like the challenge, willing to play a subjective initiative, positive and progressive. At this time of the enterprises to establish a people-oriented culture, through the management of people to achieve their goals.

Stage management culture is not without experience in management and scientific management, scientific management is the basis for achieving cultural management, experience is still necessary, culture as software, hardware system, as the two are complementary. It was only because of the knowledge-based economy to a period, people attach greater importance to achieve the realization of the value of the individual, therefore, the respect of human nature it is particularly important, enterprise management should be people-oriented.

Definition of the term management

There are many definition of the term management, these definitions are from different angles to the proposed, merely reflected the nature of a management side. In order to compare the management of extensive research, but not limited to a certain side, we have adopted the following definition: management through the planning, organization, control, leadership and incentives, such as links to coordinate human, material and financial resources to better The process of reaching organizational goals.

This definition has three tiers of meaning Meaning that the first layer of management measures are used in planning, organization, control, incentives and leading the five basic activities. This activity has been described as five of the top five basic management functions. The so-called function is that people, things or institutions due role. Each work of managers in the implementation of these functions are one or several. In short, the plan functions, including the forecast of future trends, according to forecast the result of the establishment of objectives, and then to formulate a variety of programmes, policies and achieve the target of the concrete steps to ensure that the objectives of the organization. Five-Year Plan for the national economy, enterprises of the long-term development plans, operational plans and various plans are a typical example. Organizational functions on the one hand is to implement the plan and established a structure, this type of structure to a large extent determine whether a plan to achieve the other hand refers to in order to achieve the goals of the organization process. For example, according to certain principles of division of labor and cooperation, there must be an appropriate mandate, it is necessary to establish a good communication channels and so on. Organization plans to complete the task of guarantee. Control functions with functions closely related to the plan, which includes the development of various control standards; inspection work according to plan, whether or not in accordance with established standards; work if the error occurred, we must promptly send signals, then the cause of deviation, or to correct deviations Develop a new plan to ensure the achievement of organizational goals. By launching the missile flight control functions to explain is a relatively good example. In targeting aircraft fired missiles, aircraft, in constant movement, the missile's flight direction and the deviation of this objective will be, at this time of the missile guidance system will be under the tail of jet aircraft issued by the mouth of the heat source to adjust the direction of the missile's flight until Hit the target. Encouragement and leadership functions of the main functions of the organizations activities is the human problem: to study the needs, motivations and behavior to the people guidance, training and incentives to mobilize the enthusiasm of their work; order to solve the lower level between the various Kinds of contradictions to ensure that all units and departments, and so on unhindered channels of information between.

Management definition of the second layer of meaning is the first of the meaning of purpose, namely, the use of these measures to coordinate human, material and financial resources. The so-called coordinated means of synchronization and harmony. An organization must be effective, must be made in the various departments, the various units, until all the activities of the individual and synchronized harmony in human, material and financial resources must also equipped with simultaneous and harmonious. The only way to achieve balance in the multi-organizational goals. A vehicle for its main products and well-managed enterprises, in manpower, equipment, plant and financial aspects of a proper proportion of each sector, each unit, as well as what each person time to do what, when completed, To what location, will have strict rules, so as to guarantee a lower cost, to produce high-quality cars. This is like a good tie in with the band, although we all played the pitch, the match is a wonderful symphony.

Management definition of the meaning of the third layer is the second meaning of the purpose. Coordinate human, material and financial resources to enable the activities of the Organization more effective, this is the fundamental purpose of management activities.

Personal leadership skills

Personal leadership skills that managers who said: "Management is leadership." The definition of the starting point: any organization must have the structure, and in the structure of the various critical points are different jobs, occupy these posts are some of the Special talents or qualities of these people has been described as leader. Organizations of all activities aimed at different levels are the leaders under the leadership of the organized activities are effective, these leaders depend on the effectiveness of personal leadership. Therefore, they think that management is leadership.

Stressed that the decision-making role of the people: "The management is the decision-making." Narrow sense that the decision is a decision point. Broadly speaking, decision-making is a process that includes gathering the necessary information to two or more options, the options for analysis and evaluation to identify the best option, and track inspection. The author emphasized that the definition: the management decision-making throughout the entire process and all aspects of organizations by some policy makers posed by the system, any work has to go through this series of decisions to complete. If the decision-making mistakes, the better the implementation of, the harm caused by the greater. Therefore, any of the work of the Organization of the success or failure ultimately depends on the quality of decision-making. Therefore, they think that management is the decision-making.

Friendly link:generation leadership

The management is from one or more individuals to coordinate

Stressed the tasks of the people: "The management is from one or more individuals to coordinate the activities of other people, in order to receive a separate personal activities can not be received by the effect." Such a definition for the starting point: The reason why people in the community in the form A wide range of organizations and groups, which is due to collective labor can be obtained by the effect of individual labor can not be achieved, or only in very small scale, very long time to achieve. U.S. Apollo moon-landing plan has brought together tens of thousands of scientists, thousands of companies for their research, design and manufacturing. This enormous project by the knowledge that no one can fully grasp, let alone specific to the realization of this plan. Even as the construction of such housing are relatively simple, single individuals do have limitations in only a very small scale, but also to spend a considerable length of time can be completed. In short, the activities of the Organization to expand the capacity of the human. However, to really received the results of this collective labor, there must be a prerequisite, that is, members of the collective activities must be coordinated. Brownian motion in physics similar to the activities, is not able to receive such effects. To this end, we need a specialized activities, which is management.

management consultants

War hunting by senior management consultants that there are many specific areas, such as administration, economic management, enterprise management, and various industries, sectors and process management. These areas are specialized subjects to study, but we can be a little analysis found that these specialized disciplines there are many common elements, such as human, financial, organizational and planning of the problem, the leadership and encourage people to the problems And so on. Generally speaking, these specialized disciplines that have meaning management. The book is to study the significance of this general management. Unfortunately, so far, management has not been a single word of the majority of people accept the definition. The reason is very simple, different people in research management at the point of departure different, they are under the management of the definition of the term by also different.

management consultants

War hunting by senior management consultants that there are many specific areas, such as administration, economic management, enterprise management, and various industries, sectors and process management. These areas are specialized subjects to study, but we can be a little analysis found that these specialized disciplines there are many common elements, such as human, financial, organizational and planning of the problem, the leadership and encourage people to the problems And so on. Generally speaking, these specialized disciplines that have meaning management. The book is to study the significance of this general management. Unfortunately, so far, management has not been a single word of the majority of people accept the definition. The reason is very simple, different people in research management at the point of departure different, they are under the management of the definition of the term by also different.

Can not be divorced from the premise of scientific management

Softening system, is not to say that to be divorced from scientific management, scientific management is the management of all work must follow the premise. From the perspective of modern enterprises, and scientific management theories have certain drawbacks, it too ignored the feelings of their own people, but the operating management, organization and management, and so many theories in the contemporary work of the management should be strictly followed. If put aside the scientific management of "human management" or "self-management", tantamount to not attack the foundation of direct high-rise building, the result is the unknown.

To sum up, the establishment of enterprise system is to standardize the management of the business so that work can be effectively carried out. On the management of the introduction of the "guide" mechanism, and gradually bring about a softening management system, the era of knowledge-based economy will inevitably meet the development requirements of modern enterprises, the enterprises to achieve comprehensive progress.

To gradually soften the way, Enough is enough

Enterprise management system does not mean that the softening of mandatory management today is tomorrow.laissez-faire. Softening management system is an evolutionary process and, managers must not only understand that when the softening system, to more clearly the extent of softening. Not enough to soften the intensity, or do not work, to soften too much, then the management system is a destruction, before the establishment of the systems will not only crumbled to pieces, more enterprises will present a tray of loose sand, no management of the situation. Only managers grasp appropriate, to soften and inverted benefits, to make the system truly for business services.