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Enterprise Management: Those Who Get The Talent Get The Market.

2014/1/17 16:55:00 32

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Enterprise Management Personnel Management Talents

the problem of enterprises exists, in the final analysis, is the problem of enterprise < < a href= > http://www.91se91.com/news/index_c.asp > talent management < /a >. Technicians are the core of enterprises and the backbone of directly creating benefits for enterprises. Therefore, in order to develop enterprises, it is necessary to establish reasonable human resources management system to retain these talents and motivate talents so that they can maximize their talents and use them for the company. 
 "talents are the first capital of enterprises", and the competition of market economy is ultimately reflected in the competition of talents. Whoever has a high-quality talent team will have the foundation of success. Obviously, there are many problems in human resources management and problems: lack of incentives for technical talents, and no clear rules for the management of technical personnel. Therefore, it is imperative to strengthen talent management, which is the focus of enterprise management reform. Peng Jie, a famous business management expert, summed up four main directions for the management of the core technical talents of enterprises: 
 1, < a href= "http://www.91se91.com/news/index_c.asp" > personnel system < /a > openness. First, we must have a good personnel system, such as focusing on young people's selection and training, more personal development opportunities and fair competition system. Then, the personnel system must be open and procedural. Openness enables all employees to identify the benefits of hard work and the consequences of not working hard, so as to advance the direction and inspire the enthusiasm of the work. In order to ensure the democracy and science of personnel decision making, we should avoid the phenomenon of "cronyism" and "benefit others". If the personnel management system is not clear and the decision-making process is arbitrariness, it will affect the enthusiasm of employees and cause some adverse consequences to the normal management of enterprises. 
 2, create reasonable flow of talents, step up distribution on remuneration and duties, and create more promotion opportunities for technical staff. In addition to increasing vitality, talent turnover can also create job vacancies, give employees more opportunities for promotion and stimulate their work enthusiasm. In addition, there is a sense of hierarchy in salary grade and position to form a reasonable staircase distribution. 
 3. follows the theory of behavioral science and the law of talent development, and reasonably uses incentive factors. People's motivational factors come from many aspects, some emphasize short-term incentive factors, others focus on long-term development opportunities, others value work treatment, others value job achievement and job satisfaction, among which salary incentive is the most common form. There are many situations in which salary is combined with the actual benefits of enterprises. However, with the fierce market competition, the stamina of long-term development of enterprises is particularly important. In order to avoid the short-term actions of enterprises or departments, it is very necessary to combine salary with the stamina of long-term development of enterprises. 
 4. dynamic implementation of talent strategy management, talent strategy is subordinated to the enterprise strategy, and is affected by objective conditions. With the development of enterprises, the type, structure, specialty and quality of talents that will be satisfied will change, and the strategy will also be in the process of continuous adjustment. Enterprises should be good at grasping the pulse of change in the change of objective conditions and realizing their own spanformation. 
 entrepreneurs of many large groups firmly believe that "the market is the winner." Because the wisdom of entrepreneurs lies in creating wealth, cultivating more intelligent talents, and making enterprises more competitive. And the small boss who can "take ten percent" and "one hundred percent" will eventually find that he can not "make a thousand dollars". "Hero boss" can only achieve small businesses, only the "smart team" can achieve big enterprises. Therefore, training subordinates to bring out a team is more important than playing the boss's personal ability. Small employers mainly consider how to do things right and do well, and entrepreneurs must possess strategic thinking ability. They must have the ability to integrate social resources, understand capital operation and understand the integration of industry and capital. 
The saying "running a monk can't run away from the temple" has made many entrepreneurs pay more attention to "Temple" than "P". Some enterprises in the form of "Ministry of personnel and labor" renamed "human resources department", but the concept does not really regard employees as human resources, the value is often cash and fixed assets. In excellent companies, corporate executives usually have an inner passion for their employees. This passion for employees has a great impact on employees and inspires their desire and motivation to work hard for the company. Behind all the technologies, methods and tools are living creatures. If managers ignore these living people, they always try to find a way to fight the enemy from a technical point of view, so as to win the competition of enterprises. 
 why the leading enterprises in the world are different because they invest in talents and try their best to develop and retain talents. Some excellent enterprises in China have begun the practice of talent management. For example, COFCO has established the position of director of organizational development, and perhaps there will be the role of vice president of talent management in the future. These new functions and new roles will be a new career development opportunity for HR workers. 
 financial crisis and economic globalization make Chinese enterprises truly realize that innovation and independent brand is the way to break through in the future, and the premise of this strategic breakthrough is "talent". We believe: in the next ten years, it is also the ten year that China has changed from human resource management to talent management. It will change not only the human resources management of enterprises, but also the career development of human resource workers. 
 Peng Jie, a famous business management expert, said that it seems that the shortage of talents has become a problem that most enterprises will face. Large enterprises need not to recruit high-quality and executive batches of talent, and small businesses need not get white paper without experience. The talent evaporates to the air when the enterprises need it, and the retention of personnel has become the "big trouble" of enterprises. The most bitter shortage of talents is the boss or /p.
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 < --EndFragment-- > look at the former king and kingdom, flatter the high position, and speak frankly and dare to be relegated. Qu Yuan died before he threw himself into the river, and Confucius traveled around the country. Li Bai lived in Changan soon. Du Fu's cottage was hard to grow. Although the imperial examination was carried out in the Sui Dynasty, it was difficult for them to become officials. Han Yu was demoted for eight thousand li, and Su Shi was assigned to south of the Five Ridges. Shi Sheng was subjected to palace punishment, and Yue Fei died in a storm Pavilion. No wonder he had a discussion. He was very much in charge of the people. The only way to live is to live in the same family. The system protects the whole family, and the monarch chooses the virtue first. If there is talent, there is no virtue. If a man has talent and few slaves, he will be jealous of poor talent. Imperial power culture for thousands of years, creating slaves to destroy talents. 
 look at today's people, test and reform talents. No matter from poor or rich, diligence and good learning will come true. How many rural children in the year, and now the stars are shining in China, the party's policies are carried out well and the ravines fly out of the Golden Phoenix. Unfortunately, once money is lost, money and power are corrupted. Experts and scholars use the right to change, Ph.D. master to buy money. Universities are bureaucratic and professors turn into bosses. The whole nation rises the company hot, the immediate interest weighs everything. Sixty points long live into fashion, assiduous study is called "silly cap". Poor Chinese civilization for five thousand years, today we even reappear the strange tune of "useless reading". Today's National Talent Strategy Conference finally let us see the dawn of talent boom in China. Talents are the most important among generations. The most important concept is Peng Jie, a well-known business management expert. There are three kinds of talent values in the Chinese society at present, whether in government or in Enterprises: 
 1: talents are used by enterprises. Most of China has been thinking this way for a long time. Look at the Han Gao Zu Liu Bang when he summed up his successful experience in the past. He said: "strategizing, winning a thousand miles away, I am not as good as a child; I am not as good as a living room; I am an ordinary country; I am an ordinary man; I am not as good as Xiao He; I am not as good as Xiao He; I am a champion in millions of wars, and I will win in battle, and I will not be as good as Han Xin." All three are outstanding. "I can use it, so I take the world!" the subtext is: talent is serving me. 
 Two: talent is a good attitude and dedication spirit. A large number of private enterprises in China look at talents in this way. As long as someone works for the enterprise at any cost, they are talents. In fact, this is also a stubborn global brand network of traditional feudal emperors. People must sacrifice themselves at any cost and live for the happiness of others. 
 Three: all men are talents. They all have different abilities. They can contribute not only to service organizations, but also to their own lives. 
P > they are free to work for enterprises. They have the right to measure their own ability to determine their own destiny that they think is reasonable. 
 < < a href= > http://www.91se91.com/news/index_c.asp > > Chinese enterprise < /a > there is a department called "personnel department". Now it is generally called "human resources department". But when the name changed, did the meaning change? Or was it blindly following the trend? When the former was called the personnel department, the position of the chief executive was the director, and the post of director became a manager after being replaced by the Ministry of human resources. Is there any change? Yes. The so-called "manager" is operation and management. The manager of human resources department is the person who manages and manages the company. The so-called "resources" refers to things that can be developed. Oil fields are resources, natural gas is resources, coal mines are resources, land is resources, and people are resources. Do we, as business managers, take the initiative to develop the most valuable and valuable resource of "human"? Do we use all kinds of ways to tap potential and potential? Do we keep employees at their best? /p
 business people are divided into 4 categories: the first category is "people cut", that is, people with poor ability and bad attitude go to those who will soon be laid off; the second category is "talent", but this kind of human ability is very poor, but the attitude is very good, so the enterprise still has the ability to use it; the third category is "talented person", this kind of person has strong ability, but the attitude is very poor, it is very difficult to lead and manage. For the enterprise, this kind of person uses well, it has great value, and the bad use is very destructive. The fourth category is "human wealth". This kind of person has strong ability and good attitude. This is the kind of person any company wants. This kind of person can bring financial resources to the company.