Human Resources Management In Small Garment Companies

1, find the right recruitment media (widely advertised):

Newspapers, radio stations, job fairs, networks, go straight to school or go directly to rival companies to dig.

2, a large-scale interview:

1) one interview for one person, 3-5 for interviewers at least 2.

The applicant can answer the following questions: self introduction, personal strengths and weaknesses,

How to do the essential work well?

2) the same question can be divided into good and bad according to the answers of different people.

3) synthesize the evaluation of each interviewer to determine the right person.

4) the number of confirmed persons is greater than the number of recruitment plans.

1, trial period "trial";

1) a trial of two days or a week for temporarily suitable personnel.

Take the form of rotation to familiarise themselves with the company, products and colleagues, and adapt to the company culture.

2) the final assessment is made by the old staff and department managers.

The final candidates are determined according to these evaluations.

We should give some compensation to the unfit personnel, at least with food supplement.

2, the use of staff during probation period

1) pass, help and take by old staff.

2) pay system: there will be more energy in the commission system, and no royalty will be able to verify whether the attitude is positive.

3) clever use of new employees (catfish effect): with the momentum of new employees, to stimulate the old staff to change their sex.

When a new employee arrives at a company, he often rushing to make some achievements to show others. At this time, the company leaders should give some support and encourage them.

4) campaign: after January or March, let new and old employees participate in some of the executive positions.

(note that the new employees will suffer less in support of their numbers due to lack of connections, but they will not lose to other employees in other aspects.

3, staff assessment factors

1) the growth rate of performance appraisal: employees with the first performance are not necessarily the best employees, depending on whether their follow-up performance is still rising.

2) reduce the cost of assessment: the cost first employee is not necessarily the worst employee, depends on whether the subsequent cost is down and whether the sales performance and profits will rise.

(cost sharing can involve paper cups, business cards, office space per person, telephone charges, etc.).

3) assess the profit size: when a company costs more than an employee creates, the company has to consider the retention of the employee.

As time goes on, we should gradually form a comprehensive examination method.

4, the determination of the number of assessment tasks.

1) the simple weighted average method (the number of companies and the number of employees divided by 2).

2) breakeven point method (at least keep the company profitable).

3) the growth rate of the same period (increase over last year or last month).

4) arena competition (performance competition)

5. Process management

1) the morning meeting and the monthly meeting will announce the results of the performance. If it is better or worse, it should be announced.

2) the management of non performance depends on other management systems of the company.

3) three months to eliminate employees or punish the last person.

1, the boss's Perplexity: the employees who have worked hard have always been unable to retain, when employees can be as responsible as the boss, why the enthusiasm of the employees is not so old, and the development of the enterprises is not able to do well, and the turnover rate is high.

How can employees be held responsible like the boss?

2, solutions

Case analysis: the way to stay in a decoration company in Langfang

1) give employees year-end profit dividends: some give 1%, others give 2%.

So employees will ask customers for money on a stormy day.

The employee will ask his family to work for the company free of charge.

Employees will see the door free for the company.

In the middle of winter and summer, electricity consumption is always small.

Employees use the Internet to make phone calls and send facsimile.

Note: don't worry that the employees know the profit margin. The monthly commission will not conflict with the end of the year.

2) give dry shares: divide the company's assets into several parts and give different shares according to the contribution rate of employees to the company.

Each year, employees are divided into different profits according to their profits.

The employee's leaving stock is automatically recovered.