To allow the completion of the general staff of the high-performance secrets

Every manager would like to be under the extraordinary good work, but a matter of fact, the ability of the general staff always account for the vast majority. In that case, how to make these extraordinary staff to make extraordinary things to come?

Chinese companies often face a dilemma: take a backbone enterprise, the whole operation of the sector may be paralyzed, leading to the brain drain of the business decline frequent instances, we often in the face of innovation and organizational systems at a loss-free policy in organizational change management, lack , And many enterprises therefore fade.

In fact, the solutions to these issues is to play each and every employee of the initiative and wisdom, and their contribution to the organization to be included in the daily management of enterprises, so that everyone on the organization.

The existing organizations, to limit the scope of the work of the staff, types of jobs that employees work only everyone should take the most basic work. The business manager of the employees can not be limited to, the completion of their professional work, need to contribute to the organization.

This includes a two-tier contribution to the meaning of the organization on the one hand, "" contributions, such as recruiting suitable staff, as tissue culture, and so the best people, on the other hand, refers to the organization's contribution to the system, the need to Staff innovation system and innovation process ... ...

The staff of this organization are often higher than the contribution of business to contribute significantly more important. In the business world, multinational companies have attached great importance to quality. Hewlett-Packard to develop a master plan knowledge in each field of 23 selected the most outstanding candidates, such as the master of technology, human resources management, and other masters, to encourage these outstanding employees to contribute to his knowledge, organized into the written material, To allow employees to share their personal wisdom gradually become the enterprise level system.

However, the organization can enhance the ability of the enterprises are not limited to senior managers or technical staff of the backbone of the grass-roots wisdom, people often marvel. General staff organizations often have very valuable.

There was a day of business, the toothpaste factory are often empty boxes of entrainment and adversely affected the image of the brand, the company's engineers anxious for this anomaly, a few days after the collective struggle, they finally designed a set of X-ray machine, the degree of high-definition monitor And two workers to identify the composition of the air-box apparatus. And a common first-line staff have also put forward solutions at the same time, however, is very simple: put a line at the fans, light boxes and air will be blown away.

Two programs merits or de-merits a glance. In fact, everyone in the organization are the driving force for innovation and transformation, business managers need to tap the wisdom of all employees, the staff of the organization's contribution into the day-to-day management of a normal quantitative management.

Chinese enterprises in the recruitment Status embarrassing

Chinese enterprises in the recruitment Status embarrassing

To find a job, what is the best way? Whether through new recruitment network, or the use of traditional newspaper recruitment, personnel exchanges will have less effect acquaintance recommended that more than half of the most recognized corporate recruitment practices by employees or people recommended by an acquaintance. This is the inevitable? Chinese enterprises in the status quo or embarrassment?

acquaintance recommended job is "short cut"

Whether it is to recruit senior managers or middle managers or other staff, the survey results show that the recommendation of an acquaintance is the most willing to take them. Data show that the external recruitment of senior managers, 46.17 percent of senior managers by staff or recommendation from an acquaintance; middle-level managers in external recruitment, more than half of all (50.85%) senior managers from Or staff recommendation from an acquaintance; the recruitment of more staff in general can not be separated from this vicious circle, as high as 60.85 percent of the enterprises through the "circle" to attract the best talents.

Enterprise use of "family relations", is worried whether the hi? In an interview with reporters, said that most of the HR, an acquaintance recommended to the credibility of the people higher on the other side of the case and the background can also get a better understanding, employing more at ease. However, industry experts point out that the staff to recommend ways to recruit, in the long run is not good for business, not only involves the company will "nepotism", but will also enable the company relationships may be non-factor The intervention has become complex, unclear involved.

Skills attention to the experience of most enterprises

Survey shows that enterprises in the deployment of employees, most of the emphasis on professional skills and work experience. In some subtle, more than one-fifth of the business-to-age candidates very seriously, and 7.87 percent of the business-to-value candidates gender. It appears that the current deployment of employees in enterprises, there is still a certain amount of bias can not be a fair and equitable manner for selecting talent.

compared side by side in the first professional skills and work experience, the third of the work is not easy in the interview conducted in the study. Reporters learned that corporate job evaluation work mainly in two ways: First, the interviews were to be adopted by the previous work experience, his visit to deal with the crisis, as well as the way Dairenjiewu; Second, for no work experience, throwing Give him a good example of design in advance to allow him to deal with the virtual. Industry experts said that the work is often people's first reaction is human instinct, but also the most often used to small, should pay attention to long-term training.

The fate of job-seekers who will be?

When you go to one candidate, you know your fate will be decided by who is going to do? Head of HR, personnel, or human resources? Look at different levels of recruiting candidates, compare themselves to see if you find a job, compared with what people put it on, then?

survey shows that in the recruitment of senior managers, 83.62 percent of the company by the most senior leadership to make a decision; in the recruitment of middle managers, direct employment sector decision-making power in the hands of the larger (58.51%); in general Staff recruitment process is also a direct employment sector (80.43 percent) have the right to use words. Although each level of recruitment, human resources are more or less participation, but it was not a final decision.

The industry said, HR departments in the high-level enterprise administrator entry, by starting a small role in the decision. This shows that China's business-to-HR degree of recognition has not yet reached the desired height, the highest level of corporate strategic partnership for the title of human resources practitioners is still just a concept.

However, a number of reporters in an interview with HR, also heard the voices of the opposite. Heng Road Truly platform human resources consultant Kevin said, GE's CEO gives HR a great deal of power, HR has "the right to vote in the negative." Although such a small company, but most companies, HR's role in fact have the right to decide one half of all employees into the company, the first clearance, after all, they are stuck in there.

knowledge and experience in the interview "hot"

Enterprises used to study how talented? Investigation revealed that the senior managers of enterprises in the evaluation, there are 74.04 percent of the companies have chosen to interview empirical, 56.38 percent of the companies to investigate the background of their choice, while 43.62 percent of the companies have chosen to test their knowledge.

In the mid-level managers for selection, as high as 83.19 percent of the enterprises to use empirical interviews, 56.17 percent of the companies have chosen to test the knowledge of their background investigation of the enterprises accounted for 42.13 percent.

The recruitment of general staff, 77.02 percent of the enterprises to carry out empirical interviews, 64.47 percent of the companies have chosen to test their knowledge, 20.43 percent of the business background of its investigation.

This shows that in selecting talented people, most of the focus on the past experience to the experience of the past as an important factor to evaluate the candidates can rise to the challenge. Most of the enterprises also have the knowledge, but also the more general staff, the more knowledge - in addition to professional knowledge, and ability to use language, digital capabilities, the ability of statistical analysis, learning ability, etc. However, the investigation Also show that China's business-to-staff attention to the low level of psychological tests in the selection of management, of candidates for psychological tests of less than one-third of the general staff, only 18.09 percent of its business Psychological testing. In the selection of candidates, the absence of a more comprehensive testing system, more randomness, which is currently in the recruitment of businesses in general there is a defect.

Enterprises set up a complete evaluation system of small, so most of the time to use their experience to analyze whether it is appropriate for the staff to do the career planning is less of a small number.

manufacturer of cases of human resources consulting

Manufacturer of cases of human resources consulting

Non-chemical equipment manufacturer, is also well-known chemical manufacturing equipment company, was founded in 197 years *, there are currently more than 2,000 employees. The company since has developed rapidly since 2000, 6 years in a row, while corporate profits grew more than 30%. However, in recent years as the industry increased competition at home and abroad, as well as raw materials prices rose sharply, increasing pressure on the cost of the company, before extensive management style no longer has to make business more competitive. Companies in high-level internal reform, suddenly found that the company's current staff has been unable to adapt to the new situation, the management needs of corporate bureaucracy began to prevail. First of all, the company decided to resolve personnel problems, so I requested the Special management consultants to carry out its human resources management consulting work.

Through in-depth investigation, we found that the company's human resources management, mainly as follows:
1. functions of the department, posts a mere formality statement, clearly defined functions of the department, there are a large number of cross-functional or missing, often former head of the after-service job, not a lot of work carried out; many new jobs did not post statement, new Employees or transfer employees to learn the degree of difficulty.
3. no clear business processes, many employees work in the light of experience, many aspects of the process is too large, low efficiency has a direct impact on the direct or indirect customer satisfaction.
4. staff did not withdraw from the mechanism, currently the number is much larger than demand, the absence of an evaluation mechanism, resulting in staff not only into the situation. To bring great pressure on labor costs.
5. not to carry out performance appraisal, the income of employees and work performance is not relevant, the qualifications to become a major factor in pay decisions.