Ten rules that human resource managers must master.

Ten rules that human resource managers must master.

The competition of enterprises is, in the final analysis, the competition of talents. Talent is the life of an enterprise. How to manage, use, train and retain talents has become the key for an enterprise to grow and develop in the fierce competition. Below, I will tell you ten laws that human resource managers must master. Come and have a look!

First cause effect (avoid employing people by impression)

The first cause effect is the impression people leave in their first communication, which forms and occupies a dominant position in each other's mind. The first cause effect is also called the first cause effect, dominance effect or first impression effect. In the process of social cognition, individuals pass? First impression? The influence of initial input information on later cognition of objects. The first impression has the strongest effect and lasts for a long time, which is stronger than the information obtained later on the overall impression of things.

Law of wine and sewage (remove rotten apples in time)

The law of wine sewage refers to pouring a spoonful of wine into a bucket of sewage to get a bucket of sewage; If you pour a spoonful of sewage into a barrel of wine, you will still get a barrel of sewage. In any organization, there are almost a few difficult people whose purpose seems to be to make things worse. Worst of all, they are like rotten apples in a fruit box. If not handled in time, they will spread rapidly and damage other apples in the fruit box.

HR managers should keep their eyes open, focus 60% on 10% talents, 70% on mediocrity, and the remaining 25% on 20% villains. Before this spoonful of sewage stinks, all you have to do is separate the sewage from the wine. At the same time, you must try your best to turn this drop of sewage into a drop of wine and purify it quietly like magic. Even if it is poured into mellow wine, it will not spoil the taste, but increase the elegance. This is the best efficiency!

Work rules (recruiting first-class talents)

? Can an excellent person top 50 mediocre employees? This is the owner of the American Apple Company. Management wizard? How did Steve Jobs' famous saying develop? Jobs rule? , popular in western management.

HR Revelation: Better have one Zhuge Liang than three stooges.

1. Pay attention to talents with practical actions. Andrew, who is in charge of career development at the famous Wharton Business School? Adams said that enterprises can't just talk about how important it is to introduce talents without taking practical actions. Company executives should participate in talent recruitment activities. ? It is bound to make job seekers feel a sense of satisfaction and relief psychologically, which is of great benefit to eliminating their psychological obstacles to foreign bosses.

2. Choose better talents. The department in charge of personnel relations is always looking for someone to fill some vacancies, but the boss is different from the senior manager. They always look for talents first, and then arrange suitable positions for them. Attract more applicants. In this way, the choice is greatly increased, which is conducive to selecting better talents. Improve recruitment efficiency. The boss visits the recruitment site in person and has a direct face-to-face conversation with the job seeker, so that he can make a comprehensive and systematic evaluation from the aspects of psychological quality, foreign language level and professional knowledge. This not only avoids some mistakes in the past recruitment process, but also simplifies the screening process and saves manpower and material resources, especially precious time.

3. Let employees feel affinity. The boss's personal participation in talent recruitment is equivalent to sending a message to job seekers: once you join the company, it is easier to get in touch with the top management of the company. If job seekers have the opportunity to talk to senior managers before being recruited, they will think that they will be more concerned when they become employees of the company. In addition, top managers can often introduce the company's long-term goals to talents more effectively. For a newly established and dynamic company, the founder is usually very careful when selecting employees. The boss's visit to the recruitment site will enable job seekers to understand and adapt to the company's cultural atmosphere and environment as quickly as possible.

80/20 rule

The 28 th Law, also known as Valledo's Law, was invented by the Italian economist Valledo at the end of 65438 and the beginning of the 20th century. He believes that in any group of things, the most important thing is only a small part, about 20%, and the remaining 80% is secondary, although it is the majority.

In an enterprise, 20% people always create 80% value. As an HR manager, to do a good job in HR, we must identify, cultivate and manage those who create 80% value for the enterprise, and focus on such people and positions. At the same time, HR managers should spend 20% of their time doing essential work and 80% of their time communicating with people. In communication, I spend 80% of my time communicating with 20% people and 20% of my time communicating with 80% people.

The frequent turnover of employees has a great influence on enterprises, especially the turnover of key core employees with excellent performance, which often causes irreparable losses to enterprises. Duan Yongping's departure that year was a great success. Better life? , but make? Little bully? Get into trouble Therefore, once the core employees are found to have a tendency to leave, we must try our best to keep them. Of course, once the core employees decide to leave, it is particularly important to manage them scientifically. For ordinary employees, the frequency of turnover behavior is less first, even if some occur, I hope it is within the scope of redundancy.

The specific practice of core employee turnover management begins with employee turnover. The first step is to establish the exit interview system. Before resigning for an interview, you can take some retention measures. If enterprises can meet the reasonable requirements of core employees, they should try their best to meet them to retain them. Of course, if the core employees' resignation ideas have been decided, it is necessary to establish an interview record card for the resigned employees and save the interview contents as the human resources files of the enterprise in a standardized form. Minimize the huge impact on enterprises, and sometimes even fatal blows, so resignation management is far more than just some of the above work.

Kirchner's law (determining the best number of managers)

If the actual number of managers is twice the optimal number, the working hours will be doubled and the working cost will be quadrupled; If the actual management personnel are three times more than the best personnel, the working hours will be three times more and the working cost will be six times more; In the same way, the general staff department is still the same.

Krsna's law is simple. It tells us that people are precious in essence. Many people will be idle, and idle will cause trouble; Because the actual number of people is more than the number needed, many disadvantages have arisen, forming a vicious circle. In management, it is not good to have more people. Sometimes the more managers there are, the less efficient they are. HR's job is to identify effective managers, and at the same time, constantly exert everyone's potential and reduce bureaucracy! In an increasingly competitive world, enterprises must maintain long-term competitiveness if they want to survive for a long time. The source of enterprise competitiveness lies in exchanging the lowest working cost for the most efficient working efficiency, which requires enterprises to do the most with the least number of people. Only if the organization is streamlined and the personnel are capable, can the enterprise maintain its permanent vitality and be invincible in the fierce competition.

Salary management? Gresham's law? (Avoid ordinary talents expelling outstanding talents)

More than 400 years ago, the British economist Thomas? Sir Gresham discovered an interesting phenomenon. Under the gold and silver standard, gold and silver have a certain exchange rate. When the market price of gold and silver is inconsistent with the legal price, the metal money (good money) with the market price higher than the legal price will gradually decrease, while the metal money (bad money) with the market price lower than the legal price will gradually increase, forming good money to be collected, melted or exported abroad. The market is full of low real value currency and bad money. People call it Gresham's law, and it is also called the law that bad money drives out good money.

In the same enterprise, due to the inertia of the old personnel and salary system, the salary of some low-quality employees is higher than that of high-quality employees, which leads to the "expulsion" of high-quality employees by low-quality employees.

Examples in real life are also very common: because companies do not fully reflect salary management? Good quality and low price? In principle, the absolute number of high-quality employees, especially the relative number, is declining-on the one hand, high-quality employees who are dissatisfied with their own salaries seek other jobs; On the other hand, it is also reflected in the negative reaction of high-quality human resources outside the enterprise to the enterprise's absorption prayer. An enterprise has two employees, Q and P. The former is a high-quality employee and the latter is a low-quality employee, which makes the relative work value of employee P to the enterprise 1, while the relative work value of employee Q to the enterprise is 3, but the salary of employee Q is only 1.5 times that of employee P. The authoritative reference system here is the market salary level. We say that the salary level of high-quality employees is low, mainly not compared with the salary level of low-quality employees, but with the market salary level. In the abstract, when we compare the salary of two types of employees-low-quality employees and high-quality employees-with the market salary level, there will be two situations: First, although the relative value of high-quality employees to enterprises is not fully reflected in the salary, their salary is equivalent to the market level. State-owned telecommunications, banking, electric power and other industries, due to their monopolistic nature, to a certain extent. As the last refuge of the planned economy system, colleges and universities are also the same to a great extent.

Unworth (let employees choose their favorite jobs)

? What is not worth doing is not worth doing well? This is the most intuitive expression of Unworth. This law reflects people's psychology. Only things that conform to our values will we do with enthusiasm. If a person does a job that completely deviates from his character, it is difficult for him to do it well. If an introverted and shy person wants to do sales, he has to deal with different people every day, and how to do this job well.

Every enterprise will have such people. As HR managers, it is particularly important to identify, select, change and arrange these people, let employees choose their favorite jobs, and at the same time create and inspire employees' fighting spirit in the enterprise. It is necessary to analyze the personality characteristics of employees, rationally allocate work, and let the right people use the right positions to give full play to their talents. For example, employees who have a strong desire for achievement should be allowed to complete the work with certain risks and difficulties alone or in the lead, and be given timely affirmation, praise and encouragement when completing it; Let employees with strong attachment participate more in the work of a certain group; Let employees with strong desire for power hold management positions commensurate with their abilities. At the same time, it is necessary to strengthen employees' sense of identity with enterprise goals, make employees feel that their work is worthwhile, thus stimulating their enthusiasm and finding suitable value contribution points in the big family of enterprises.

Mushroom principle (respecting the law of talent growth)

The management mentality of an organization or individual towards newcomers. Because novices are often placed in dark corners and departments that nobody cares about, they just do odd jobs and run errands, and sometimes they are thrown dung, criticized and accused for no reason, and let themselves go by organizations or individuals, so novices can't get the necessary guidance and support. This situation is very similar to the growth scene of mushrooms. Generally, this situation is more common in large enterprises and companies with more formal management institutions. Therefore, we should pay attention to the living environment of mushrooms, give them proper care, and don't give them too much pressure, so that they can have a good growth space.

Rule 250 (Don't ignore any customers)

Joe girard, a famous American salesman, concluded in Commercial War? Law of 250? . He believes that there are roughly 250 relatives and friends behind every customer. Winning the favor of a customer means winning the favor of 250 people; On the contrary, if you offend one customer, it means that you have offended 250 customers. This law strongly proves the true meaning of "customer is God". From this, we can get the following enlightenment: we must take everyone around us seriously, because there is a relatively stable huge group behind everyone. Being kind to a person is like turning on a lamp and illuminating a large area.

HR is the job of being a human being, and the first contact of any new employee is HR, and the standard of HR behavior largely reflects the quality of all employees in a company. At the same time, your words and deeds will also be used as an example by other people. The human resources department is the service department, and all employees are your customers. Therefore, as an HR manager, you should be careful when you are in the company, because every employee you face in the company is your God! Otherwise, as long as one person speaks ill of you, the effect will be multiplied!

Three laws of monks (teamwork is not a simple sum of manpower)

? 1+ 1+ 1 yes >; 3, it may also be

Why don't the three monks have water to drink? In the past, people only noticed one reason, that is, because there is no benefit, or the distribution of benefits is unfair, but they have to pay for the benefit of others themselves, and no one wants to work as a result. However, this is just a household name. However, if an effective reward mechanism is adopted, such as getting more for more work, another situation will arise. Water is there, and it is profitable to transport it. But because there were only two buckets, three monks scrambled to carry water. As a result, no one could stand it, and everyone still had no water to drink. It's like: one person can dig a hole in one minute, and sixty people can't dig it in one second.

It tells us that cooperation between people is not a simple sum of manpower. At the same time, it is also recognized that the individual's sense of cooperation and the way of cooperation will strongly affect his position in the group. We have no reason not to admit that an employee who can optimize the organizational structure and improve performance is bound to be more valued and make faster progress than other employees. As a manager, HR needs to understand that the main purpose of management is to establish rules and regulations, distinguish responsibilities, optimize structure, straighten out performance and avoid internal friction.

Parkinson's law

1958, Cyril, British historian and political scientist? Northgood? Through long-term investigation and study, Parkinson's law was published. In his book, he explained the reasons and consequences of the expansion of institutional personnel: an incompetent official may have three ways out. The first is to apply for resignation and give your seat to someone who has the ability; The second is to let a capable person help him with his work; The third is to appoint two people lower than themselves as assistants.

This first way is absolutely impossible, because it will lose a lot of power; You can't go the second way, because that capable person will become your opponent; It seems that only the third way is the most suitable. So, two mediocre assistants shared his work, and he gave orders from above. Two incompetent assistants are effective, and then find yourself two incompetent assistants. By analogy, a bloated, overstaffed, wrangling and inefficient leadership system has been formed. From this, we can draw a conclusion that in administrative management, the number of administrative institutions will increase like a pyramid, and the number of administrative personnel will expand. Everyone is very busy, but the organizational efficiency is getting lower and lower. This rule is also called? The pyramid rises? Phenomenon.

;