What should I pay attention to after promotion?

Pay attention to the following aspects in promotion: (1) reduce subjective influence. Selecting talents from within the unit is by no means asking the leader to stare at only a few people who are around him all day. But in the whole enterprise, at all levels and within the scope. Scientific investigation and identification of talents. (2) Don't choose talents from the unit, and don't face perfect blame because you know employees too well; In fact, it has its advantages, focusing on what the promoted person can do, and the key advantages and specialties are the landing points. (3) Don't fix talents. You can't use a fixed model to determine talents. You should be meritocratic. Difficulties are useful, as long as they can make suggestions for the development and practical work of enterprise organizations. Those who contribute to this should be among the choices. (4) Omni-directional talent discovery managers can find talents from employees' work practice, department recommendation, employee files, performance appraisal and other ways. Through various channels. Investigate and understand all kinds of talents, and finally choose the right person. (5) We should put the rational management of work on the right track, on the basis of figuring out why departments or jobs need what kind of talents. In order to go further in daily work. From the performance, efficiency, quality and other aspects of employees, through in-depth understanding to find the right talent, and give the right distribution and appointment. (6) Personnel recruitment is a part of recruitment, which mainly involves a series of employment-related matters after selection. Specifically, it includes deciding to hire people and notifying them. Changes or amendments to the terms of employee contracts