There Are Eight Kinds Of People In The Workplace.

Job hopping is coming. Not only do employees feel bad about choosing new boss, but the boss is also puzzled by choosing employees.

Almost every enterprise is short of talent, so they do everything possible to spend large sums of money to recruit large numbers of talents.

They often get poor results, or even incur cost, which is more likely to cause trouble. Many bosses are very upset.

There are many reasons for this confusion. One of the important reasons is that the boss does not know what kind of person to choose and how to choose.

Bosses may have seen many people, who may have very rich knowledge about selecting and employing people, but they lack common sense in selecting candidates. This is what is often said: knowledge without common sense.

So what is the common sense of the boss?

Eight kinds of people in an enterprise

People are divided into two categories: normal and abnormal.

Among them, the normal people are divided into: human wealth, talent, talent and manpower.

The normal person is the ability structure of the normal operation of the enterprise, while the abnormal person refers to some people existing in the enterprise or in the unhealthy enterprise.

Human wealth: human wealth is the best among the normal talents. It can bring wealth and benefits directly to enterprises, and is the most needed person in enterprises.

This type of person is characterized by proactive work, innovative job completion, and the core and leading role in organizational work.

Talent: talent means talented people.

These people have professional abilities or other abilities, but they are not or can not be turned into benefits and wealth.

Talent: talent refers to the basic quality of people is good, has not yet pformed the needs of enterprises, of course, has not brought wealth and efficiency for enterprises.

Manpower: the human hand is the assistant of others' work, and it is the person who helps people and wealth to achieve benefits.

Characters: characters are higher than what we usually talk about. They are extraordinary in terms of ability and energy. They refer to those who can solve major problems for enterprises and help enterprises achieve strategic breakthroughs.

Man is: man means that human beings are neither positive nor negative, but exist in enterprises.

Human calamity: human calamity refers to people who bring trouble to enterprises.

Such people, as long as they exist in enterprises, will cause accidents and troubles, which will eventually lead to economic losses.

Scum: scum is a person with quality problems and very destructive abilities.

Such people are evil and cunning in order to harm others, and it is not important to be selfish if they are injured.

The purpose of this kind of human existence is to create trouble for others and organizations, gossip, discord, jealous jealous, internal and external collusion, and create various discordance.

What is useful is "human wealth" and "manpower".

Normal people are needed in the normal state of an enterprise. What is most needed is the "human resources" that can solve the problem and the "manpower" in doing auxiliary work.

The two most common words in enterprises are not "who can earn money, who is God" and "lack of manpower"?

Human wealth accounts for 5% to 20% of the total number of employees.

The reason why the proportion is different is that the health status of enterprises is different.

The higher the health is, the higher the proportion of people's wealth.

Under normal circumstances, the proportion of people's wealth accounts for 5% to 10%.

People's wealth is not only a high level in the enterprise, but also at all levels of the enterprise, not only at the level of the system manager, but also at the professional management level or at the professional level.

These people are the core of the enterprise. Only with these people can the problems encountered by the enterprises be solved.

So what do all the other people do?

The most valuable among the other seven groups is manpower.

Because manpower helps people realize their value, they can replicate their work under the guidance of human resources and bring scale benefits to enterprises.

The manpower is the largest part of the enterprise, and generally accounts for about 30% to 60%.

Some people would say, "why do we need human resources if enterprises are rich?"

In the actual operation, the person's money has left the help of the hand, can do the thing, but the quantity and the scale that make the matter is very limited.

Just like a general can kill the enemy, but there are no tens of millions of soldiers to help.

Therefore, manpower is indispensable in organization.

How to change from "talent" and "material" to "wealth"

In enterprises, there are often many talented people who are talented and talented, but they can not solve practical problems for enterprises, and can not bring wealth and benefits to enterprises. This is not only the reason of talents themselves, but also the reasons of enterprise organization.

There are two reasons for the enterprise: first, the functions and resources of the enterprise system can not make the talented person perform well; two, the cultural integration of corporate culture and talent habits is just like Li Kui's jump into the water, and in any case, he can't get the power of the three axes.

There are two reasons for the talents themselves: first, the outstanding personalities of the talents, high narcissism, self admiration and appreciation, which can not be effectively integrated into the enterprise organizations for a long time. Two, the mental defects of the talented people, though talented, they are not willing to contribute their talents to the enterprise organizations.

This selfish person who doesn't know how to share, who takes nothing but does not give up, regards his own skills as a treasure, and is destined to be a talented person rather than a human being.

Under normal circumstances, they have accomplished nothing in their lives.

Most talented people have a sense of talent.

How can a person with ability be able to pform "talent" into "wealth"?

Enterprises should try their best to create talents and mechanisms for talents.

If talented people are highly narcissistic, they should do more communication and reformatory work, so that the heart of talents can come down.

If it is the problem of personal mental defects of individuals, highly selfish, please do not waste time for such talents and ask them to leave as early as possible.

Talent is only a basic quality, but talent has not yet been exposed, need time and practice process.

For example: cross industry job hoppers, whether professional or technical personnel, professional management personnel and system management personnel, may be due to the difference between the two industries, the original talent has lost its place, the original "talent" was put on the shackles, "Cai" plus the wooden character, need a period of time to familiarize with and understand the process, in order to digest "wood" next to the word, in order to pform into real talent, in order to talk about turning into human wealth.

The other is a professional basic knowledge and no professional ability. For example, those who have just left school are graduate students, doctoral students and so on.

If these people want to bring benefits to enterprises, first of all, after a period of professional skills training and culture training, remove the word "wood" and change it first, and then play a role through the enterprise's mechanism system to bring wealth to the enterprise.

First of all, talent is pformed into human resources and then pformed into human wealth, but there is inevitably the cost of time and the risk of conversion.

How long does this process take? There is no definite rule. It is determined by the organizational attributes and inner harmony of human beings.

Should people be reused?

People have the ability and energy that are higher than ordinary talents. They can solve the crisis and major problems of enterprises, and bring strategic breakthroughs to enterprises.

The thing is to create miracles, that is, to turn the impossible into reality.

Under normal circumstances, people do not have the right place to play; only in exceptional circumstances can characters play a role.

Therefore, enterprises generally do not need characters, nor do they need to raise characters.

If there are characters in the normal state of an enterprise, there can be only one person. This character is the boss.

If managers are also personas, it will lead to disputes between two men, the core of power and the danger of enterprises.

If the manager's energy is higher than that of the boss, the inevitable result will be the high performance and the unbalance of the enterprise structure.

Under normal circumstances, a very professional manager will go away tragically. Unprofessional managers will bring disastrous consequences to the business.

Therefore, characters are comparatively speaking in comparison.

And all the characters, no matter how big they are, can not be omnipotent champions.

Therefore, enterprises can not superstitious characters, characters can not solve all the problems of enterprises.

How does "man in" come into being?

Almost every large-scale enterprise will have "people in".

This kind of person has no value besides increasing the cost cost.

There are two reasons why enterprises have "people in": one is the relationship between households and people who come in through the back door.

Usually large scale enterprises receive such a large number of people.

The two is the pformation of manpower, talents and talents from the enterprise.

Why is that so?

The reasons for the business are: unreasonable division of labor, inadequate management, interruption of business, no work to do for certain personnel, talents and talents, and temporary absence. Therefore, employees themselves are caused by changes in the external environment that cause their psychological changes. For example, young employees who are in love, especially female employees, are easily trapped and become pure "people in".

People who are not easy to quantify are more likely to appear "people in".

What is the difference between "human disaster" and "scum"?

Although it brings trouble to enterprises, it is not bad for people to be subjective. It is only a limitation of knowledge, ability and intelligence. It is self righteous, eager to achieve success, complacent and undisciplined.

The original intention may be to do things well, at the very least, to express themselves too much.

And the scum is different, its subjective is to harm people, to damage the interests of the organization, but such people are often good at camouflage and performance, eloquent and even capable of doing, but the purpose is to destroy harmony.

Such a person's damage to the organization is not simply in the economic sense, it is mainly the destruction and alienation of the corporate culture. They make the interpersonal relationship tense and can distort the human mind.

Most people want to escape from this environment, so the destruction of enterprises by scum is the foundation.

Why do people like this happen?

The reasons are rather complicated. Psychologically speaking, they are mentally handicapped and mentally handicapped.

How did "human disaster" and "scum" come from?

How did people come in?

Generally speaking, there is no way to go through the recruitment process or the recruitment process.

Or the recruiter is too amateur, and has not been able to get involved in people's affairs, so that those who are too self expression have been deceived, and because of cost reasons or no effort at all to do background checks, people have come in with dignity.

Of course, human disasters may also be caused by talent and talent. These talents and talents can not make achievements for a long time, and the result is driven by the sharp sword of performance oriented assessment.

How did the scum come in?

First, it is sparse inspection: mainly refers to the introduction, because the referrers do not know too much about this person. The recruitment department has a psychological dependence on the trust of the referrers, and does not have more comprehensive assessment and understanding of the new recruits. It is not as meticulous as recruiting unfamiliar employees.

The two is missing inspection: when we introduce small teams, we only examine the main managers. Because of the trust manager or face embarrassment, there is no comprehensive and meticulous examination and understanding of the accompanying personnel.

The three is exemption: when companies merge, they come in together, because at this time, there are many things in the enterprise, and many scum is not checked.

The four is not routinely detected. Some scum is a special mission, such as an opponent's placement.

Therefore, it is better to guard against the entry of the scum and get rid of it after coming in.

The only way for recruitment department is background investigation, and to have a comprehensive understanding of the background of talents.

Of course, the strength of human resources is very limited. It should be done by professional headhunting companies.

What should a boss do for eight kinds of people?

How should a boss treat a normal talent?

Great reward for human wealth.

These people's wealth is the core and backbone of an enterprise and plays a decisive role.

Therefore, although the quantity ratio is very low, it should not be overlooked.

In the face of talents, we should intensify our cultural identity training, constantly innovate and optimize the operation mechanism of enterprises, so that talents can be pformed into human wealth and create benefits as much as possible.

In the face of talents, we should strengthen professional training, pform them into talents as soon as possible, and train cultural identity, create mechanisms to pform them into human wealth and create wealth.

To deal with manpower is to continuously strengthen professional skills training, cultivate more and more skilled jobs, strengthen education in loyalty and occupation, make it better serve for people and wealth, assist talents in completing systematic work, and bring benefits to enterprises.

What about the boss?

For characters, look at their relativity.

If you are a small person to yourself, it is no harm to strengthen your encouragement and restraint; if you are equal to yourself, you should switch to a role and employ him as a consultant; if you are a relative little person, or you can make a good fortune, or learn from Wang Lun of the water margin, you can be a big king in peace.

For people, if they are related to households, they only exist; if they are recruited or pformed, strengthen education and management, and if they fail to do so, resolutely quit.

For human disasters, for example, Lv Bu, a bomb type employee, the way to deal with it is to impose restraint and punishment on the system, at the same time, improve the rules and regulations of enterprises, and improve various processes, so that disaster can not play a role in the interior.

Treat the scum, discover the bud, destroy it, do not have any illusions, nor try to use the scum to do some dirty things, otherwise it is to drink poison to quench thirst.