The eight parts of the team (below) 956

In the rainy season, it rained intermittently for another day. The rain is still so strange, one moment it crackles, the other it patters.

I found it! Every time I come to study, it's like catching up. You must think fast enough and act super neatly, otherwise you can't keep up with the trip anywhere.

This time, I listened carefully to the eight systems of the team again. If the team's eight systems are compared to a wheel, and each line scores from 0 to 10, I am shocked after my company scores. Can't you blame the slow rotation for the abnormal wheels? And it is easy to fall.

Every time I finish this course, I really feel that my company is full of holes and there are too many places to improve and optimize. However, no matter what unexpected events you will encounter this time, you should calm down and spend three days sorting out the team plates suitable for your company and optimizing the pouring mechanism bit by bit.

Only when the company's various mechanisms give strength, the team's edge will become longer and longer, the team will give strength, and there will be a complete product system. The company will surely grow stronger and stronger. I think this is the dream that every entrepreneur is pursuing.

Tell me about the eight sections of the team system:

Organization chart: everyone who joins can have a clear division of labor and perform their duties; Solved the problem of "where to do it"? !

Job responsibilities are job analysis. The more detailed the better, and solved the problem of "what to do"? !

Next is the career planning chart, that is, the promotion mechanism, to build a good financial path, to make people run, and to solve the psychology of employees getting promoted and getting rich.

The salary mechanism, in the words of Zheng Fei, a Huawei person, is to use the right people, do the right things and divide the right money. The core of dividing money is to divide it if you are willing to. There are too many doorways here. It's really a science.

The second is performance appraisal, which makes outstanding people rich, makes ordinary people move, makes backward people panic, and finally makes enterprises spin up. More importantly, it re-evaluates the counseling resumption. Only in this way can it play its due role.

The pipes above are all built. Someone should come in. Recruitment, too many details to meet people's needs, talents are around you, but we have not found and used good tools. Be sure to write a recruitment marketing letter. Even I have the idea of making a brochure. The growth and change brochure of excellent employees before and after they come to the company should be a sword for newcomers.

Cultivating new people is an art, and everything needs to be designed around the needs of human nature. The PPT made two years ago is only for my own use, and it is really too big to be implemented in the company. Without supervision, it has gone bad. As a result, outstanding talents can't stay, and those who are not outstanding can't get results anyway. This is the difference. Without supervision, they don't listen to changes and don't adjust at any time.

Finally, the financial system, which should be a "stalk" for many small and medium-sized enterprises. Under the increasingly strict premise, it is necessary to popularize the knowledge of finance and taxation, and the explanation is still not comprehensive enough.

Just scanned the code and received a book on this subject. It would be nice to open a few pages. This piece is also an important part of my study this year. I want to learn how to manage my own money. Whether doing business or being a man, we don't need to be richer than others. What we need is to be more principled than others.

Each of the above points is the most important, so we must close the door for three days, sort out what is suitable for our company, find out every node, and then optimize it a little bit, train repeatedly, and come on!

Go to bed early! Continue to absorb more knowledge tomorrow. ...

Appreciate meeting ~