How to treat professional managers' choice of enterprise platform

First of all, understand why your enterprise should hire professional managers.

Hiring a professional manager, of course, is the development of the enterprise to a certain stage. The boss feels very tired after a day's work, and there is no suitable candidate for internal selection. Enterprises urgently need more professional people to promote the progress of the enterprise. In this case, it is necessary to hire professional managers.

Specifically, in the following four cases, professional managers can be hired: first, enterprises are developing rapidly and lack of internal talents, so it is too late to train themselves; Second, the expansion of enterprise scale and the construction of new projects, and their own talent reserves do not have the professional skills of new projects; Third, the scale of the enterprise is large, and it needs to hire more professionals to realize the overall improvement of enterprise management; Fourth, enterprises are caught in the bottleneck of development, especially in technology and market.

Hiring professional managers should achieve three purposes: first, seize the fleeting opportunity of the market, accelerate the rapid expansion of enterprises, and enhance the overall scale of enterprises; The second is to promote the internal management norms of enterprises, straighten out the internal operation processes, and improve management efficiency and effectiveness; The third is to use professional people to handle professional affairs, effectively avoiding possible risks in management and operation.

Secondly, it is necessary to find out what kind of professional manager your enterprise should choose.

Professional managers in the talent market involve all walks of life, and only those who are suitable for their own enterprises are the best managers. Such a choice is conducive to the development of enterprises and the growth of managers, and can achieve a win-win situation for enterprises and managers, which is also the key to achieving long-term cooperation.

At present, there are five types of managers in the market, namely, reform type, technical type, road repair type, bluff type and bureaucratic type. Except for those managers who are deceptive, bureaucratic and unable to recruit people, the first three can be the targets of choice.

If the enterprise is in the stage of rapid development, you can choose the reformed manager. At this stage, the main problems of enterprises come from outside the enterprise and from the front line of the market. Therefore, we need a strong person to lead us to take the lead, overcome the difficulties in the market, expand our profession rapidly and lay the position of the enterprise in the industry.

If the enterprise is in the stage of scale expansion, new projects, new businesses and new markets are its outstanding characteristics. In this case, because the new business involves new industries and new fields, innovative and technical talents can be hired to join the enterprise. Then, after the enterprise enters a relatively stable stage, it needs to be carefully carved to reduce management costs and improve operational efficiency, so it is necessary to hire a road manager to help the enterprise carry out all-round internal optimization.

Third, we should know several key issues that should be paid attention to when choosing a professional manager.

"Matching between people and posts" is the most basic principle for selecting managers. What is emphasized here is the specialty, experience and experience of professional managers, which must match the corresponding positions. How can I be a marketing director without three or five years of market tempering? Without five or eight years of human resources background, how can you be a human resources director? Similarly, there are really a few question marks when you ask someone who has never presided over a comprehensive work in a company of considerable size.

"Cultural identity" is also an important principle in selecting managers. Cultural identity determines whether managers are the basis of long-term cooperation.

There are generally several channels to choose managers: one is the recommendation of the boss's own contacts, the other is the recommendation of headhunting companies, and the third is the recruitment of local talent markets. Now, the best is the first one. The candidates introduced through the circle are relatively stable, with strong trust and easy cooperation. The most prone to problems should be the recommendation of headhunting companies, and this channel must be carefully selected.