A brief discussion on how companies can achieve success in their employees

“In order for the organization to function properly and contribute, management must complete three equally important but very different tasks: achieving the specific purpose and mission of the organization (for enterprises, it is to obtain economic performance); making work productive and employees achieving; managing the social impact and social responsibility of the organization” - Peter Drucker Mr. Peter Drucker’s classic discussion of “The Task of Management” tells us that enterprises Management, while helping enterprises achieve economic performance, should also assume two other responsibilities: achieving employees and giving back to society. It has been nearly thirty years since the reform and opening up. Many enterprises today have achieved remarkable economic performance in the tide of market economy. However, in terms of employee success, many domestic small and medium-sized enterprises and even large enterprises have not done satisfactorily. This is It has been widely confirmed in our contacts with many companies during our consultation. Corporate managers often ask many questions: "Why do today's employees no longer have the passion they had when starting a business? Why are our employees not very motivated? Why are our employees not very dedicated and responsible?..." Wait, the same company's Employees are also troubled by these questions: "Why has the company developed but I have not improved significantly? Why do I feel less and less happy in my current job? Does my personal future really lie in this company?" ..." The "2007 Global Survey Report" released by a well-known international consulting company shows that among all Chinese employees surveyed, only 16 said they would devote themselves to work for the company, but 68 employees surveyed were taking the initiative Look for a new job or consider opportunities offered by other businesses. In other words, in Chinese companies, less than 1/6 of employees have high professionalism, but as many as 2/3 of Chinese employees feel that their company is "in Cao Ying and in Han". A few people are even ready to quit at any time. Human resources management system, while promoting the construction of a strong corporate culture. Only by starting from these two aspects can the above problems be truly and effectively solved. When it comes to human resource management, let me first make a digression, which is also a cliché: human resource management is the responsibility and obligation of the entire enterprise. It is not just the function of the human resources management department. It is the responsibility of every manager in the enterprise. and obligations, because you are a manager and because you complete the manager's responsibilities by managing "people", every manager has unshirkable responsibilities in human resource management. What the human resources management system solves for enterprises is the "selection, employment, education, and retention" of enterprise employees. In layman's terms, it is: "Select the right people so that they can perform well in the enterprise." People who do well can do well, and people who do well can do it for a long time. "First of all: choose the right people. This is the problem with corporate recruitment. As a business grows, employee recruitment is inevitable. Nowadays, enterprises spend a lot of time and energy on recruitment, and the recruitment channels are wide: headhunting, online recruitment, newspapers and magazines, recommendations from employees or acquaintances, job fairs, campus recruitment, etc.; recruitment methods and techniques are huge Not much: knowledge exams, psychological tests, experience interviews, structured interviews, leaderless group discussions, background checks, etc. But why do many companies find that some new employees do not meet the actual needs of the company after being recruited? In fact, the fundamental reason is that many companies do not really realize what kind of talents they need? Without in-depth thinking and research on what kind of knowledge, abilities and qualities employees in the required positions should have, without a correct standard, the effectiveness of recruitment will naturally be difficult to guarantee. Second, let the right people be selected who are capable in the company. This involves a new employee onboarding management issue. We often find that the talents that companies spend a lot of energy and time to recruit are lost soon after. Why? In addition to the fact that new employees are not suitable for their current jobs, the main reason is that the company does not allow these new employees to really get started.

For the establishment of an enterprise's training system, the focus should be on training needs analysis and the implementation of training effects. As a training needs analysis, it needs to be combined with the performance management results. The performance management results should include employees' ability improvement needs, a large part of which are training needs in terms of knowledge and abilities. These needs are collected and summarized as the starting point for training. Only in this way can it be targeted, thereby improving the effectiveness of training. On the one hand, the effectiveness of the training can be checked through timely feedback after the training. On the other hand, the effectiveness of the training in improving the ability of employees who participated in the training can be verified through their performance in future work. In addition, training methods are also very important. Many companies rely too much on external training and invest a lot of manpower and material resources to organize training courses. However, due to insufficient communication with external lecturers, it is often difficult for lecturers to effectively grasp the needs of employees, resulting in Decline in training effectiveness. The training and exploration of internal lecturers in the company is a useful supplement to external training. The sharing of practical experience of outstanding internal employees is a low-cost and efficient training method for corporate training, which is worthy of every company. In-depth promotion. For employee career management, it is an important link for employees to achieve success in the enterprise. On the basis of employees clarifying the future development direction and goals of the company, it is crucial to build a career development path for the company's employees. The establishment of a career development channel for enterprise employees can provide each employee with a blueprint for personal development in the enterprise, allowing employees to understand the direction, methods and standards of personal growth, which is conducive to stimulating employees' growth motivation; improving employees' personal career development The consistency of the curve with the corporate development curve enhances employees' sense of belonging and confidence. It can also effectively support the construction of the enterprise's employee echelon, allowing the enterprise to clearly understand the growth path of each type of team talent, making it easier to find echelon candidates, thereby formulating a succession plan, and retaining and cultivating employees in a targeted manner. From the above simple analysis, it is not difficult to see that the human resources system plays an important role in promoting the success of corporate employees. Another thing that needs to be added is the company's resignation management, which is actually one of the important parts of human resources management. Every employee who voluntarily leaves the company should conduct an exit interview to find out exactly what motivated the employee to leave, classify and analyze these motivations, and identify the problems and flaws in the human resources management system to further improve the human resource management system. Resource management. We should pay long-term attention to those outstanding employees who leave the company and pay attention to their personal development after leaving the company. On the one hand, this may become a valuable human resource for the company in the future. On the other hand, when they encounter resistance or adversity in their development outside, Sometimes it is possible to incorporate it into the enterprise again as a "lost asset" to be recycled again and recover the enterprise's losses. What needs to be explained here is that a sound human resources management system is only one of the necessary conditions for a company to succeed in its employees, and it is another necessary condition for a company to succeed in its employees - the construction of corporate culture