How to treat the wisdom of employing people of Emperor Wu of Han Dynasty?

Classification: people's livelihood >> Law

Analysis:

Emperor Wu of the Han dynasty's way of employing people

Emperor Wu of the Han Dynasty had a clear talent plan. When he reused Wei Qing, he began to cultivate Huo Qubing, "Don't put eggs in the same basket", and constantly updated and improved the strategic thinking and comprehensive quality of talents. At the same time, Emperor Wu of the Han Dynasty also paid attention to the introduction of external talents. It was Zhao Xin, the former Xiongnu King, who brought advanced tactics to the cavalry of the Han Dynasty. This shows his talent view of "not sticking to one pattern and dropping talents". No wonder it is said in Hanshu that "those who get the Han Dynasty prosper here".

Ancient times: "Don't put your eggs in the same basket"

In the long river of human history, all emperors who have made achievements can basically do what they know and do their own things well. After Emperor Wu of the Han Dynasty ascended the throne, the first thing he did was to recruit talents in an eclectic way, and set up imperial academy in Chang 'an, so he gathered all kinds of talents under his command, two famous soldiers, one was Wei Qing and the other was Huo Qubing. The two men made outstanding achievements in attacking Xiongnu. Wei Qing led the Han army to win many major battles against Xiongnu, and finally eliminated the main force of Xiongnu. His background is just a slave rider (driving for the sister of Emperor Wu of Han Dynasty). However, Emperor Wu of the Han Dynasty had a talent eye, took a fancy to his martial arts, courage and loyalty, and let him stay with him, eventually creating a generation of famous soldiers, while Huo Qubing was only twenty years old when he became a general. Although he is young, he has the talent of a general and will use it decisively. Not restricted by the ancestral system.

In the era of cold weapons, war horses, bows and arrows, and sharp knives were all important conditions for the victory of the war, but talent was also the key factor for the victory of the war, so that Liu Che said that he dared to go to war with Xiongnu because of Wei Qing. In the hierarchical feudal society, the status of slave society is extremely low, and it is a luxury to enter the upper class. Liu Che, on the other hand, ignored Wei Qing's social status, appointed people on their merits and boldly reused Wei Qing. This has to be admirable.

Emperor Wu of the Han Dynasty had a clear talent plan. When he reused Wei Qing, he began to cultivate Huo Qubing, "Don't put eggs in the same basket", and constantly updated and improved the strategic thinking and comprehensive quality of talents. At the same time, Emperor Wu of the Han Dynasty also paid attention to the introduction of external talents. It was Zhao Xin, the former Xiongnu King, who brought advanced tactics to the cavalry of the Han Dynasty. It was the younger brother of Great Khan who was captured. He introduced Xiongnu stallions to improve horses, and issued a decree to encourage horses and not to hurt war horses. On this basis, innovation was made, and millet was used to feed horses, so that the imperial horses were fattened in Mazhuang, thus completely reversing the disadvantage of the Han Dynasty in war horses. Ji An and Han Anguo, who were born in local officials, and Zhu Maichen and Zhufuyan, who were born in poverty and even cut firewood for a living, were all promoted one by one, which shows Liu Che's talent view of "not sticking to one pattern but dropping talents". No wonder it is said in Hanshu that "those who get the Han Dynasty prosper here".

Modernity: whoever has talents has everything.

In fact, whether it is the funeral of ancestors or the syllogism that began with the construction of the team, it has once again confirmed the wisdom and decisiveness of Emperor Wu of the Han Dynasty more than 2,000 years later. There is also the most fashionable sentence now-21what is the most expensive in the century? Talent! -It is also another footnote of the exploits of Emperor Wu of the Han Dynasty. Knowing who to choose and who to hire is the first priority of all companies.

The problem of talents is becoming more and more urgent for people. "Whoever has talent has everything." This has become the knowledge of many enterprises. Under the guidance of this idea, it has become a fashion to implement the concept of "talent is the best" and recruit talents by all means. This reflects the leap in people's understanding and social progress, which is undoubtedly a good thing.

Talent is indeed an important issue related to the development of the company's career and the increase of corporate profits. With the right talents, the cause will develop rapidly and the enterprise will continue to make profits. On the other hand, without or without talents, the cause will not go up and the enterprise will be on the verge of bankruptcy or bankruptcy. In real life, there are countless positive and negative examples. Practice has told people time and time again that to develop innovation, we must select talents and make good use of them.

Since it is necessary to select and make good use of talents, it involves the issue of talent standards. It should be said that this talent standard depends on the nature and needs of different industries and enterprises, and it is difficult to have a unified and universally applicable standard. But one thing is the same, that is, we do have real talents and practical learning, which can be used and effectively played after introduction.

The wrong view of talents causes great waste.

However, in practical work, some enterprises do not all work hard on "real talent and practical learning" in selecting and employing people, but they are specious and attach some additional standards, which makes it difficult for a large number of talents to stand out. In this regard, it is necessary to analyze it carefully.

What are the misunderstandings in this regard?

The first is the "only diploma theory". Regardless of the actual situation of their own employment, some enterprises have set the standards of "master's degree" and "doctor's degree", while others are not at all. Although such a standard reflects the trend of taking a fancy to the cultural level, it also obviously falls into the disadvantage of "only diploma theory". Diploma is a proof that a person has undergone some kind of study and training, and it is also a proof that a person has some kind of talent. With the advancement of modernization, selecting talents with higher education is the need of the development of the situation. But if you don't ask the actual situation of employing people in this enterprise, it is not worthwhile to take the "master's degree" exam. A friend with rich marketing experience once worked as a marketing manager in the previous company, but when applying for a new company, the other party required a junior college degree, while the friend only had a secondary school degree. As soon as the recruiting unit saw his education, it told him that your education did not meet our requirements, so please find another job. Many enterprises stick to the rules, resulting in the loss of a large number of outstanding talents. There are many talents Some senior technicians are skilled and useful, but they don't have any degrees. Such talents should be used or used, and they should be used greatly. In other words, we should not draw a clear line with diplomas, but proceed from reality and choose talents in an eclectic way.

The second is "the theory of limited age under 35". Some companies suggest that recruiters must be under the age of 35, and it is impossible to exceed this limit. This is also a misunderstanding. In the long run, we should focus on young people to gradually realize the rejuvenation of the age structure of talents. But the problem is that it is biased to limit it to "under 35 years old". Wouldn't it be a pity if people with real talent and learning were turned away just because they were 36 or 37 years old? Of course, some industries put forward this requirement because of their special types of work, which is beyond reproach and allowed. But the problem is that without this special situation, it is wrong for some enterprises to raise this standard.

In addition, there are still some misunderstandings that need to be abandoned. For example, some companies in ordinary industries also require that the height must be above 1.6 meters, while others use people's looks as the selection criteria, requiring urban hukou and rural hukou not to work; Ask a man, and a woman can't talk about it; The requirement is to work for three years, and if you work for two and a half years, there is no chance; Beijing hukou is required, Shanghai hukou is impossible, and so on. Such a thing seriously hinders talents from coming to the fore and causes great waste of talents.

Therefore, it is suggested that all our enterprises should follow the example of Emperor Wu of the Han Dynasty and establish the concept of "dropping talents without sticking to one pattern", which is the only way to cultivate talents. Then why should we worry about the failure of enterprises?