Personnel employment principle

generally speaking, the positions of employees are arranged according to the requirements of recruitment and the applicants' willingness to apply. In order to achieve the purpose of employing people's strengths, consistent learning and application, and effective use of human resources, personnel recruitment must follow the following principles.

(1) The principle of selecting people according to their own circumstances

Choosing people according to their career needs and job vacancies is to select people according to the job requirements for the incumbent. It requires that the recruitment of employees should be conducted according to the needs of the work, and every employee should be recruited in strict accordance with the supply and demand plan of human resources planning. The staffing must not come from the personal needs or the will of the heads of departments or human resources departments, nor can it be used to achieve a certain personal purpose. Only in this way, can we achieve the right thing for people and the right thing for people, and combine people with things scientifically.

(II) The principle of appointing people on merit

Appointing people on merit emphasizes that people should be based on "public interest" and focus on their career, not on their own "small circle" and "sects". Only in this way can we make great use of the talents, make small use of the talents, and not use the talents. Whether people can be appointed on their merits is one of the criteria to measure whether managers are competent. In the process of arranging and using personnel, we should overcome the wrong mentality and avoid mistakes in employing people. Of course, the principle of meritocracy needs to be matched by other conditions, such as requiring department leaders to be very clear about the responsibilities, obligations and requirements of each job, learning to identify talents, mastering the basic methods of talent testing, identification and selection, and knowing what kind of positions to arrange what kind of personnel. Only when managers know their employees like the back of their hands, can they find talents in time and use them properly can everyone give full play to their talents.

(3) The principle of employing people without doubt

This principle requires managers to give their employees full trust and respect. If you have doubts about your subordinates, you might as well not use them at all. Since we want to use it, we must clearly authorize it and use it boldly so that he can give full play to his talents. In fact, there is no essential difference in the use of probationers and regular employees. The key is whether managers can give them full trust and power and boldly let them play their talents in their posts.

(4) The principle of combining strictness with love

During the probation period, managers must set work standards and performance targets for employees, and conduct necessary assessment. The assessment can be carried out from several aspects: the improvement of ability and ability, work performance, behavior patterns and improvement of behavior patterns, etc. We should pay more attention to the probationary employees in life, help them solve their worries as much as possible, guide them to make progress at work, and attract them to stay in the organization with emotion; At the same time, employees are legally guaranteed to enjoy their due rights. These are very beneficial to whether employees are willing to work actively and stably for the organization for a long time.