What does the assistant general manager want to learn?

On the one hand, the assistant general manager should plan the development of the company, on the other hand, he should share the heavy administrative affairs, which plays an irreplaceable and decisive role in the enterprise.

From the beginning, the assistant to the general manager was a staff officer in ancient times, and today it is called a think tank. Internally, they are independent with rich experience and extraordinary wisdom; Externally, it has won universal trust and praise for its cleverness and charm. On the one hand, the assistant to the general manager should make suggestions for the development of the company, on the other hand, he should share the heavy administrative affairs, so that the general manager can concentrate on some major events that have a bearing on the overall situation and strategic significance. Therefore, the assistant general manager must have extensive knowledge, rich management experience, smart mind and capable and steady work style. Therefore, a western management scientist said, "Often, the assistant to the general manager is irreplaceable." Honesty is language.

Six management principles

How does the assistant general manager manage human resources, especially high-quality talents, in a start-up company? It's just my own opinion. Let's talk about it.

1. Be a good coach, do a good demonstration, and do what others ask. The effect of doing nothing.

2. three tubes and three no matter. To manage matters related to the overall situation; Matters affecting the company's image and management; Things that are detrimental to the interests of the company can't be managed. Strict management, leaving no room. Regardless of personal privacy; Regardless of personal habits; Whatever it is has nothing to do with the company. Do not seek perfection, regardless of details.

3. ambitious goals. The company should be ambitious; The foundation is weak and the goal must be ambitious. Only in this way can talents be gathered under the account. For example, Microsoft in the United States.

4. Optimize resource allocation. Knowing people and being good at their duties makes heroes useful. For example, Zhang Liang used Han Xin because a person made Quentin; If Kong knows that Liu is closed, he will be proud of the optimization of the configuration.

5. High salary and benefits. First-class talents give first-class treatment. Only a high salary can attract high-quality talents for a long time, because it can avoid the insecurity caused by social risks.

6. Be tolerant, talented and enterprising. Tolerance should be generous, and the size of measurement is directly proportional to the benefit of talents; Love talents, in addition to those who can produce benefits, may wish to love their extreme and handsome nature that does not hinder the overall situation. Only by fostering strengths and avoiding weaknesses can employees have a sense of knowledge, belonging and stability, and they can produce explosive power when they work; The ancients said, "Thirty-six plans, the heart is the best", which makes people feel that the company is not only a battlefield that is full of excitement, but also a home rest and warm harbor. He who wins the hearts of the people wins the world.

5 Role-playing

In order to retain talents, the assistant general manager should also play the following roles:

1. Motivation. Make full use of options (shares), wages, allowances, paid vacations, benefits, etc. Guide employees' personal behavior in the company, and mobilize employees' enthusiasm through company goals and employees' personal needs; Give outstanding employees a raise, and give irreplaceable talents high salaries and higher vocational positions.

2. Correspondents. All departments and employees in the company are related individuals or institutions outside the company, maintaining appropriate communication and contact and building a good interpersonal network; Actively listen to employees' opinions and suggestions, actively channel dissatisfaction, improve satisfaction and reduce turnover rate. And transform the operator's intention into the employee's action. In addition, we keep in frequent contact with headhunting companies, dig people for the company in time and hire urgently needed talents.

3. interpersonal coordinator. The first is to coordinate the relationship between operators and employees. The second is to explain the decision-making intention of the operator, so as to coordinate the opinions of both parties to reach an agreement, avoid internal friction and enhance the company's joint efforts.

4. Human resource planners. According to the external environment, industrial environment and internal environment, reasonably predict the future development trend, predict the number, type and supply of talents in the company, design the company's human resources plan, formulate the recruitment and training plan, and ensure the appropriate staffing.

5. Trainer. Even if high-quality employees are recruited, they need training to be fully qualified for the work assigned by the company. Talent managers must formulate training objectives and design training programs according to the actual needs of the company, such as adaptive training, knowledge training and technical training, so as to improve the ability of employees and reduce the possibility of mobility.