Three elements of management work

As a manager, the main tasks are: recruitment, training, and assessment. The following is what I have learned on how to do these three tasks well!

Recruitment: Think clearly that the recruitment goal is to find employees who can grow with the company and are consistent with the company's culture and values.

Method: 1. Select employees who are responsible, pursue perfection in work, and have positive values ??based on honors and letters of recommendation obtained from previous work. 2. Ordinary employees should try to be selected from low-income groups. For example, if a new employee earns 6,000 yuan, we require that the employees selected for interview currently have an income of less than 4,000 yuan, because such employees will be grateful to the company once they receive a high salary. Thank you. The company gives him such a good platform and he will work very hard. The result is that it is difficult to select and the interview success rate is extremely low. It is equivalent to searching for rare metals in iron mines and requires patience. If you choose an employee who already has an income of about 5,000 yuan, he will take it for granted to change jobs and increase his salary, and generally will not cherish the new job. 3. When interviewing, try to interview in person with leaders who are above level two. It is better to have leaders who are above level four. Of course, it is best if the general manager interviews in person, so that job seekers feel valued and honored. 4. If possible, allow other colleagues of the same level to participate in the interview together, and ask them to choose new employees who are compatible and willing to travel with them on business trips. This can create a good atmosphere of cooperation! 5. The interviewer must be familiar with and identify with the company's culture and values, and have been employed for at least three years. Only in this way can the interviewer clearly understand the company's culture and values.

There is a lot of training work, and the goal is to train new employees and new cadres!

Method: 1. When new employees join, try to ask the founder to talk about the company’s growth history, so that the new employees can understand how the corporate culture, mission, and vision came about? What are the key employees that companies pay attention to? 2. The method of training work skills is to listen to what I say and watch what I do. Let the teacher teach by words and deeds. Understand the essentials of work according to what the teacher says. Observe carefully the teacher’s demonstrations and practice repeatedly by combining the essentials. After practicing for a period of time, , and then switch positions, you talk and I listen, you do and I watch, let the new employee talk about the key points of the work, do the work from beginning to end, and then give feedback for improvement! 3. Simulate the most intense work scenario exercises, such as asking customer service staff to simulate receiving the most difficult customer complaints, and asking technicians to simulate facing sudden technical failures in the company, and work continuously for 72 hours with high intensity. If new employees can accept high intensity and High pressure. If you encounter difficulties at work, you will take it for granted. If you cannot accept it, you can ask new employees to resign early. If the training is too easy, employees will not adapt to work and the turnover rate will be much higher.

Assessment: Both training and work must be assessed, so that progress can be reflected and employees’ sense of accomplishment can be stimulated!

Method: 1. The number of assessments is very important. If there are too many assessments, it will become formalism. Everyone is from a task perspective. After all, there is not so much time to pay attention to. If the assessment is once a year, even if employees do not work hard to achieve the goals, they will not have the opportunity to change the status quo. If they are new employees, it is recommended to assess them several times. Departments with large environmental changes can also assess them several times. 2. The assessment results must be made public to serve as role models for motivating and punishing those who fall behind. Generally, assessment results divide personnel into 271 three categories. For example, if 10 people participate in the assessment, the outstanding ones will generally occupy 2 places. The bonus income must be more than 50% of the total, and the upward path is also For outstanding people, the number of employees in the middle is usually 7. You need to tell them whether they are ranked in the middle or at the front or back. The latter can make them feel a sense of crisis. Those in the front can work hard to be promoted to the outstanding people. One person is If you are a laggard, if you are ranked three times in a row and the laggard recommends dismissal, money will generally be deducted for the first time you fall behind. If everything has a benchmark, you will be motivated to work.

? If the above tasks are implemented to the letter, the construction of the talent echelon will be a success. With talents, completing all tasks will be a matter of course, and the company will surely prosper!