Interpretation Of The "Sunflower Treasure Collection" Of Enterprises

How can business managers choose and employ people to maximize their effectiveness and work well together in business matters? We should start with the following three aspects:

Every manager has his own theory on how to choose. There are only those who are educated, but also those who are experienced. No matter how the choice is related to a core element, it is the subjectivity of the person in charge of the selection. Therefore, it is very important for an enterprise to be responsible for selecting a candidate, and his ability, experience, knowledge, personal preference and so on are greater than the wishes of the enterprise. Inevitably, when the candidates are selected, they fall into personal subjectivity and produce indirect indirect responsibility.

So how to avoid business executives? Personal situation What is the difference between the employer and the employer? At the beginning of the election, a standard must be established, and this standard is the only one, that is, "want to do something". To put it simply, if one can do one thing well, all the external conditions are not the core elements. relationship Whether he can do the core of his work well is whether he wants to do this or whether he wants to do it well.

After making the best use of the right person and putting the right person to the right post, as the manager of the enterprise, we must work out a set of work processes, so that all employees can do things according to the uniform standards and procedures, so as to ensure the maximum effect.

We often talk about domestic enterprises. staff The difference between domestic and foreign employees is that the employees of domestic enterprises are "one person is a dragon, a group of people is a worm", while the employees of foreign enterprises are "one person is a dragon, and a group of people is a dragon." Why is there no difference between individuals? The overall gap is so obvious. Apart from objective factors, a very important aspect is that there is a big gap between domestic enterprises' experience and operation process reengineering and foreign enterprises. To give a simple example, McDonald's fry a French fries will take dozens of procedures, and each process will have strict standards: how much chips should be cut into the potatoes, where to locate the oil in the tank, how much to make it ripening, what paper to pack, how much to pack, and what kind of shovel to use. Our traditional fried fritters do not have so many rules. How many sides, how much oil and how long it takes to blow up depends entirely on the feeling. So when we looked at almost the same French fries, they could better match the fried dough sticks of different sizes. Therefore, when the western fast food, led by McDonald's, has been conquering the country in China, it has not only completely failed to resist the fact that it has been handed down over the past thousand years, but has gradually become an important measure for localization of Dicos. As an important way for them to attract domestic consumers, they see in Dicos's restaurants that they attract the next generation at a price of several yuan. How do we feel?

When we choose people who want to do things through the first step, we need to start using them. Because in these people who want to do things, there must be high and low points of ability, the classification of quality is special. Therefore, we should also pay attention to the use.

For those who want to do things but do not do things very well, they should be used rationally. Do not put in important positions, give them full learning and enhance space, let him gradually learn how to do things and skills.

For those who want to do things and do things and have high quality of personality, managers need to reuse them. We can give better treatment and platform to attract these people to stay and give play to their biggest and most useful work and promote their work.