What kind of employees are "suitable employees"?

Putting the right employees in the right positions is a word that almost every enterprise manager often talks about. After careful analysis, this sentence contains two aspects, one is "selecting people by posts" and the other is "selecting people by quantity". "Selecting people by posts" means that enterprises must choose according to the requirements of posts when recruiting and selecting personnel, that is to say, we should choose what kind of talents we need. "Talent selection" means that enterprises should put talents in suitable positions according to their actual situation, characteristics and ability level. "Selecting people by post" and "selecting people by ability" are simple to say, but it is very difficult to really do it. If the manager in charge of selecting and employing people is careless or subjective, there will be employment deviation, that is, "putting inappropriate employees in inappropriate positions" Putting inappropriate employees in inappropriate positions has several specific manifestations. First, the actual quality and ability of the selected talents are higher than the job requirements. This will cause employees' insecurity, waste human resources and increase the cost of human resources; Secondly, the actual quality and ability of the selected talents are lower than the job requirements. This situation will lead to the phenomenon that the work cannot be carried out or the work is more difficult and the training cost is higher. Thirdly, put the talents who are suitable for "this" in the "other" position. This phenomenon may also lead to the inability to carry out the work or increase the difficulty of the work, waste human resources and increase the cost of human resources. As can be seen from the above, in the process of employing people, "putting the right employees in the right positions" is indeed very important and difficult, and it is worthy of being taken seriously by enterprise managers. In fact, if we encounter difficulties in business management or any other field, we are generally not sure about the various factors that constitute the problem. To eliminate the difficulties of the problem, we must start with understanding and understanding the various factors that constitute the problem. Aiming at the problem of "putting the right employees in the right positions", what kind of employees are the right employees for a certain position or an enterprise is the key to this problem. If the managers of enterprises really grasp the key of "what kind of employees are the right employees" in terms of their own enterprises, departments or positions, they will be handy in the process of selecting and employing people, and it is not difficult to "put the right employees in the right positions". What kind of employees are the right employees? According to my own management practice, I think we should examine it from the following aspects: 1. "What you do is what you know" is aimed at the basic skills of employees. To put it bluntly, an oil seller should know how to know oil and vinegar, a tailor should know how to make clothes, and a blacksmith should know how to play with a kitchen knife ... As for the sophistication of technology, it depends on the requirements of enterprises and posts. When any enterprise recruits talents and staffing, the first consideration is the professional skills of employees. Everyone wants to recruit and employ people with certain work experience in the same job. Because in this way, enterprises can not only save a lot of training expenses, but also recruit new personnel to quickly enter the role, thus improving the operational efficiency of enterprises. The basic professional skills of employees include two aspects: first, having relevant knowledge; The second is to have relevant technology and practical operation ability. The former emphasizes theory, while the latter emphasizes practical ability. Employees who only have theory and don't know the actual operation have little influence on the enterprise. For example, we want to hire a performance management supervisor, who makes it clear in theory, but he doesn't even know where performance management should start. Such employees can only add chaos to the enterprise. I don't know what the theory can actually do, and most of them are jobs with simple skills. With the increasingly fierce market competition, the basic quality and skills of employees are increasingly demanding. Many positions require employees to have not only basic professional knowledge and skills, but also relevant vertical and horizontal knowledge and skills. For example, an excellent salesperson should not only understand the physical properties of his own product, but also have a deeper and more systematic understanding of this product and similar products, so that customers can not only understand the physical characteristics of the product through your introduction, but also understand the advantages and selling points hidden behind the physical characteristics, and also understand the benefits and benefits that can be brought by purchasing your product. You are not an excellent salesman who can do these things. An excellent salesman should be able to grasp the interests and hobbies of customers and cater to them in order to win their trust and goodwill. Of course, this hobby must be healthy first. In all kinds of media and street advertisements, we can often see such recruitment enlightenment: XXX company recruits XX post personnel, requiring XX education or above and X years of work experience ... In fact, this is a requirement for the basic work skills of candidates. Employers believe that education and work experience are the primary conditions for the formation of employees' basic work skills, so they take it as a standard to measure employees' work skills. I don't know that although the basic skills of employees are related to their academic qualifications and work experience, they can't fully represent the basic skills of employees, so employees recruited under such conditions are often disappointed with their employers. Every industry, every department and every post has qualifications for people who have entered or are about to enter this industry, department and post. The qualification requirements include the basic knowledge and work skills that people who enter the industry, department or post should have. These necessary basic knowledge and work skills are often very specific, which clearly explains what people who enter this position need to know and understand. If we use what we know and know instead of XX education and X years of work experience, the actual effect will be much better. From the above analysis, we can see that an employee who is really suitable for this position must first have the basic skills of this position and be able to continuously improve this skill in the specific work process, otherwise it will be impossible to become an employee who is suitable for this position. 2. Do what you should do. If we stand on the street and observe the pedestrians on the road, we will often make an accurate judgment on the occupation or identity of some pedestrians. For example, this is a bank employee; That's a student; The one next to me is a teacher. The one next to the overpass may be a thief ... because their words and deeds, dress, demeanor and temperament reflect their professional or identity characteristics everywhere. This is what we call "what you do is what you look like", in other words, it is a person's "professional image". Of course, a person's professional image features also include other aspects, such as working methods and efficiency, coordination and communication skills. In short, as an employee who is really suitable for a certain position, his professional characteristics run through his words and deeds and every move. Only in this way can he fully integrate into his professional group, and only in this way can he fully integrate into his professional group. For example, a salesman of an insurance company wears hip-hop clothes to visit customers. Will customers have trust in him? A brain surgeon is full of flashy personality. Dare the patient let him have an operation? Can a stutterer be a lawyer? ..... It can be seen that the professional identity of "doing what you like" is very important for people in the workplace. If a person wants to be a member of a certain professional group, it is very important to cultivate and standardize himself from the following aspects, so that he can gradually have the professional characteristics of his profession. What we call "several aspects" include: clothing, speech, manners, working methods and efficiency, communication and coordination ability, industry etiquette, professional equipment and so on. This is an element that constitutes a person's professional characteristics, and it is also the key to "what should you do?" 3. What you do is what you seek. "What you do is what you look for" is about the working attitude of employees. Even if a person has the basic skills of a certain industry, department or post, he has related professional characteristics, but he always does not concentrate on his own work. In a certain position, he thinks about stock trading today and real estate speculation tomorrow, feeling that gold will rise the day after tomorrow and he will be interested in futures the day after tomorrow. This half-hearted. Only by putting your heart into your work can you excel in your industry, department or post. Modern society is a colorful and seductive society. Impetuous social mentality makes everyone eager to move, and dissatisfaction with personal reality has almost become a common phenomenon. To some extent, dissatisfaction with the status quo is the source of development power, but the way people pursue development is not to do their own work well, give full play to their advantages and gradually improve themselves in the process of continuous development, but to have a lot of baskets in the east and fences in the west, showing their dissatisfaction with the real situation in terms of dissatisfaction with the real work. As a result, I gradually exhausted my youth in half-hearted and jumping around, and finally I really didn't achieve anything. As the old saying goes: 360 lines, each line is the best. In fact, the number one scholar lies in the word "meaning". The same two street shoeshine people, one of whom started a nationwide chain leather shoes service organization, and the other can't even solve the problem of food and clothing. The key lies in the word "intention". A successful shoeshine worker puts his mind on his guests' shoes every day. What he considers is how to polish shoes better and brighter, how to maintain shoes better, how to make people's shoes more comfortable to wear and so on. And the shoeshine who can't even solve the problem of food and clothing often looks at colorful traffic, colorful crowds, strewn at random buildings, dazzling goods, and even beautiful faces of girls. Doing what you want to do and focusing on your work can not only make your work achievements recognized, but also greatly stimulate your creativity and improve your practical work skills. With the improvement of your skills and level, you may get a higher and better position. Modern society is full of competition, which brings opportunities and crises to everyone. Hard work is the best way to seize opportunities and avoid crises. 4. Everything is based on "virtue" and everything is based on "virtue". "Virtue" here refers to professional ethics. Throughout the ages, all walks of life have moral standards that practitioners in this industry should abide by, and this moral standard is "professional ethics." For example, the medical ethics of "saving lives"; Teachers' morality of "teaching and educating people"; "Honesty-based" business ethics; The official virtue of "serving the people" and so on. Although people generally believe that today's society is an era of lack of professional ethics, doctors use money to treat diseases, teachers use money to teach, businessmen are proud of traitors, officials are corrupt, etc., but this is a special problem in the social transformation period, not a universal problem. I believe that with the efforts of the government and the support of the people, this era of so-called "lack of morality" will definitely become a thing of the past, and professional ethics and social morality will definitely return to every employee in every industry. Professional ethics will still be an important measure to measure whether a person is suitable for a job. Above, we analyzed what kind of employees are the most "suitable" for an enterprise or post from four aspects. Only when managers truly understand and understand these aspects and use them as the basis for evaluation and analysis, will "putting the right employees in the right positions" become an empty talk. And as a manager of an enterprise, we should always take this as the criterion in our daily management work. First of all, let yourself become a qualified person and set an example for subordinates by comparing your work and behavior. Only in this way can we truly build a thriving invincible team!