How to increase corporate human capital?

First, let’s understand what human capital is. It includes the sum of the technical abilities and experience of a company’s employees. A company's performance is determined by customers in the short term and human capital in the long term. Enterprises should increase their human capital by improving the company's attractiveness, increasing investment in recruitment and selection, and providing better career development channels for company employees.

How to increase human capital?

1. Attract, recruit and select talents:

What kind of talents are suitable for matrix organizations? They have no power, but can influence Influence others, have a strong sense of teamwork, and build high levels of trust and harmonious interpersonal relationships. For those who like to work alone, have a strong sense of entrepreneurship, a strong desire for control, are very independent, and have serious personal heroism, they may not be suitable for matrix organizations.

Hewitt’s talent requirements are: smart, hard-working, motivated, and friendly. This friendliness means having a spirit of collaboration. Many companies have a group interview during recruitment interviews. The group interview is a team interview, allowing the applicant to see the company's operating system and let the applicant know himself or herself and whether he is suitable to work in such a working mode. . Observe the applicant's language and behavior to see if he or she has a team spirit. For example, he often uses "I" instead of "we".

? In terms of talent selection, we also need talents who are committed to making the best of things through teamwork and solving problems for customers, rather than people who work crazy in pursuit of profits. That is what the motivation is. Whether an employee's values ??match the company's culture is very important, even more important than personal ability. After going through a strict recruitment process, being able to join the team is also a sense of pride and recognition for the candidates. If some applicants are still not at ease after they come in, a probation period can be arranged to test their adaptability during the probation period.

? If you don’t actively look for talents, talents may not come to you, and those who come to you may not necessarily be talents. Therefore, if you take the initiative, you will be better able to find talents. And you can’t wait until there is a shortage of people before recruiting. Excellent companies are always looking for the talents they need, whether there are vacancies or not. This is the talent reserve. These talents can be talents that the company knows when dealing with various suppliers, customers, and participating in exhibitions. Keep in touch with them and recruit them when needed. In addition, we use various occasions and venues to find suitable talents. These talents are recruited based on their attitudes and undergo skills training after recruitment.

In the past, recruitment was usually a matter for the recruitment department. The future trend is that everyone in the company is a Bole. Referrals from employees' personal connections are a very effective way to recruit and reward referrals.

? In addition, during the interview, partners or company leaders come to interview, because interviews between partners and company leaders or direct employer supervisors can convey the company's culture and make applicants think about the future. Whether the cooperator is suitable for you.

Recruitment and selection are the first steps in building a company's human capital. Leading performing companies know exactly who is the right person for their company. For example, Huawei needs young people with great ambitions and poverty most to join. Once such a talent is discovered, the leader must show the spirit of visiting the thatched cottage three times and strive to recruit Zhuge Liang under his command.

2. Talent development and growth

? Training and developing talents at work is the most effective means, giving those talents challenging work and providing candid feedback and guidance . Conduct regular evaluations that are objective and include feedback from customers and lateral team leaders. The usual four cycles of performance management serve the growth and development of talents, not performance appraisal.

? Under a matrix organization, job rotation is an important talent development and growth measure. This rotation can include rotations in different functional departments, or rotations in different regions, such as sales areas. Job rotation. One can become the person in charge of the product line, and the other can develop into the person in charge of the region or country. It not only increases experience, but also establishes interpersonal relationships, laying the foundation for overall work in the future. The launch process in product development is a difficult problem for many engineers. At this time, engineers with strong organizational and coordination skills can be found, and they can develop into managers.

Formal training and development that formally teaches employees how to operate in a matrix organization. For example, participate in IPD dryrun, participate in IPD consulting introduction project, learn and practice at the same time.

? The establishment and operation of a successful IPD system requires the design of a complete human resources policy to attract, recruit, select and develop a large number of managers, who must have cooperative skills and awareness of cooperation. These managers also need to have the personality traits and skills to work as a team. Human resources policies and practices are consistent with the company's strategic organizational structure and processes. Therefore, when it comes to the introduction of the IPD system, if these are not coordinated, it will be difficult for this matrix organization to operate well.