After reading the three-part plan of organization and management, you will know where you are and how to carry out your work in the future.

The three management axes refer to the three core links or actions for effective management. Specifically, the three strategies are different for grass-roots, middle-level and senior managers and different management levels.

One of the three fundamental pillars of an organization is recruitment. Organizational management-employing people to do things, how to get people-recruitment.

Recruitment mistakes are common: 1-Easy delegation of recruitment power, which manifests itself in two forms: one is to recruit new people before they have integrated into the company; the other is to delegate recruitment power too early and let low-level employees Cadres control the power of life and death in recruiting people.

The second common mistake in recruitment is to focus only on business abilities and ignore the taste other than abilities (other requirements of the company for people besides abilities).

The third common mistake in recruitment is to ignore the talent. Ordinary people do extraordinary things, and talents are always buried. Don’t always think that I want to recruit elites. Basic employees and junior cadres are looking for people who can triple their salary. For example, for a job with a monthly salary of 10,000 yuan, you should not look for people who can earn 8,000 yuan a month at this stage. Instead, you should look for people with a monthly salary of 3,000 yuan. Once successful, he will be grateful to the company and the leader. Company executives try to cut off one-third or two-thirds of his base salary, use company equity to make up the difference, and cut off his golden parachute to see if he can be of the same mind as the founder.

The second of the three basic organizational foundations is training.

Training focus: newcomers and new cadres (the lifeline of company training).

Close to actual combat, more than actual combat. If there is training, there must be assessment, and if there is assessment, there must be elimination. If the difficulty and intensity of new employee training are increased to about 50% higher than usual work, then the success rate of new employees who have passed the training will be much higher. The first-level cadres of the company are the key to the company and must be cultivated internally. 16-word training motto: You see when I do something, and you listen when I say something. I watch when you do something, and I listen when you say something.

The third of the three fundamentals of the organization is assessment.

What you test is what you get; what you want to get is what you test. Pay attention to the frequency of assessment: New companies and new teams should have a higher frequency of assessment; teams with rapid market changes should have a higher frequency of assessment.

Assessment purpose: For the company, the task must be completed, for the individual, the problem must be discovered, corrected, and improved.

Assessment content: performance and non-performance factors (team, strategy, values), the assessment results should be sorted - 271, 20 excellent (the company's locomotive), 70 good, 10 poor (lagging behind). Consider 20 for promotion and wealth, and 10 after cleaning up, manage the key points, fulfill the assessment, seize the two and one.