How to do a good job in personnel selection and breeding management, and how to do a good job in the

The selection and cultivation of talents are insightful.

1. Selection: It is not to look for a perfect person, but to learn to use a perfect vision to appreciate and select an imperfect personThe leftover women in the city are often because they are too good, so that any kind of man can't enter her "magic eye", so they are left. Some managers often select and measure others by their own standards because they are too good, and no one looks down on them.

Believing leads to being trusted, and complaining leads to counter-complaining. In human resource management, selection, breeding, use and retention is a complete closed loop, and "selection" may be more important. The reason why I say this is because the selection of talents often affects the efficiency and effectiveness of the following links.

If there is a mistake in the selection stage, a person who is not suitable for financial work at all becomes an accountant, no matter how to train it, it will be half the effort, and it is unsatisfactory; And an introvert who is engaged in sales, no matter how motivating in the later stage, sales performance and boyfriend quality are improved. Therefore, I personally believe that if you have to find out the key points in several links, the selection of talents is the key to the success of all work in the later stage. Ways to choose the right talent:

1. Establish and improve the internal training mechanism and cultivate the backbone team. 2. Tap the potential of employees by formulating personal career planning. 3. Adopt the method of internal competition to select those outstanding talents who are in line with the company's values and understand technology and management to enrich the management positions, so that the company's management team is always in a virtuous circle.

4. Actively introduce external talents with competitive salaries and enrich the company's key positions. 5. Establish an internal talent pool, divide internal talents into management, technology, and business, and establish a talent information database and update it regularly.

2. Employing people: not to let employees work according to your methods, but to let employees work according to the goals you want to manage goals, rather than management methods, even if you look at his work.

In fact, this question has a lot to do with the background of your unit, for example, are you a joint-stock system? Only private? Listed groups?

Foreign? Is it the early stage of development, or the period of stability, or the period of change? What is the style of the leadership team?

Conservative, radical? Whether you trust the work of human resources has a direct impact on the way you select, use and retain talents, but from a general point of view, your problems can be solved as follows:

1. Choose the right way to recruit, internal competition or external recruitment, if it is recruitment, and choose in the talent market according to the level of talent? Newspapers and the Internet or recommended in headhunters?

2. Interview skills: During the interview, you should use a situational questioning method instead of asking, "Can you accept frequent overtime?" ”

3. Probationary period: In the process of interviewing, which ones are not screened out, can be judged by the probationary period, we must know the focus that needs to be observed during the probationary period, and the probationary period cannot be regarded as a formality.

4. Employing people: It is to use the system, process and performance to manage employees, and the system is to draw a circle to tell employees in which scope to work? The process is to draw a line, tell employees how to work step by step, and performance is an effective assessment of the process and goals of the work, these three are indispensable!

Your company has these three parts, and they are all scientific and effective, then there is no big problem in employing people!

5. Retain talents: There are many ways to retain people, career planning to retain people, corporate culture to retain people, welfare to retain people, equity structure to retain people, etc., provided that you need to know that everyone is worthy of your people What do they need? You might as well refer to Matzler's theory, and the means of keeping a recent college graduate and a 40-year-old person should be different!

Enforce the law in accordance with the law.

Law-abiding and discipline-abiding people.

Difficulties in human resource management: Difficult to select

Some departments are running out of people in a hurry, the recruitment information is dense, the resume is also varied, the human resources specialist is like a needle in the bottom of the sea, it is difficult to find the best choice in a short time.

The difficulty of educating people is difficult in human resource management

At this time, the personnel department should guide new employees to join the company as soon as possible, how to make them understand the corporate culture as soon as possible, integrate into the collective, and guide employees to adapt to the new company, new working environment and new job functions in the shortest time.

Difficulties in employing people in the management of human resources

After standard on-the-job training and personnel take up their posts, how should the personnel department reasonably manage the personnel so that employees can have a sense of belonging and create the greatest value for the company. Monthly attendance management, salary settlement, quarterly performance appraisal, personnel promotion and transfer, daily rewards and punishments, etc., each of which has to be implemented in a standardized manner.

Difficulties in human resource management are difficult to retain people

After hard cultivation, the company finally let an ignorant newcomer become a self-directed general, which is the company's most valuable wealth, how to retain these wealth, so that it can bring greater value to the company, rather than a resignation. This is where HR departments need to think more about it.

Human Resource Management OverviewZhenghang HRM human resource management software has accumulated more than 20 years of experience in enterprise human resource management, and has gone deep into large and medium-sized manufacturing, commercial and trade enterprise recruitment, insurance benefits, training, performance, salary management, etc., to fully meet the needs of enterprise human resource management and create the best model of enterprise human resource management.

How companies develop talent.

1. Continuously enrich the construction of the reserve talent pool of the enterprise.

Establish a multi-level pool of outstanding talents in various specialties in a targeted manner. The reserve talent pool of the enterprise is not fixed, and it is necessary to track and inspect the talents who enter the reserve talent pool on a regular basis, fully grasp their growth, and promote the outstanding reserve talents to higher-level management positions according to their performance, and eliminate the outstanding reserve talents from the talent pool with average performance, and at the same time supplement the excellent fresh blood. Such dynamic management not only ensures the relative stability of the talent pool, but also realizes the survival of the fittest of reserve talents.

In addition, according to their own needs, in the case of not being able to meet the current production tasks, they can introduce technical talents who already have certain abilities through social recruitment and other ways to enrich the technical strength of the enterprise.

2. Adopt various forms to increase training efforts and strive to create a good environment for educating peopleEnterprises should always adhere to the cultivation of talents as the power source of enterprise development, build a good training platform, broaden the development space of talents, create an excellent training environment, and constantly strengthen the internal affinity and cohesion, and steadily promote the construction of talent team. First of all, enterprise leaders should attach great importance to talent training; secondly, increase investment in personnel training and continuing education, and continuously strengthen the comprehensive quality of outstanding young talents; Thirdly, the use of front-line practice to sharpen and train excellent management personnel, and give on-site professional and technical ability training to talents with a solid theoretical foundation; Finally, smooth communication channels, strengthen communication with employees, understand the growth of employees through communication, and listen to some suggestions from employees.

3. Actively create favorable conditions and form a new mechanism for effectively motivating talents, and enterprises will increase the incentive role of talents to attract and retain outstanding talents. For project managers in construction companies, increasing income is the most direct way to retain talents. At the same time, it is also necessary to establish a reasonable talent selection mechanism, so that outstanding talents can stand out and give full play to their abilities; Strengthen the construction of corporate culture and create a harmonious corporate environment; Care for employees, people-oriented, cohesion, so that employees can have no worries and contribute to the continuous development of the enterprise.

It is understood that at present, the proportion of high-skilled talents in China is far from that of high-skilled talents in developed countries, and the gap in high-skilled talents is huge. Nowadays, looking around, the most lacking in all walks of life is probably not college students with a college degree or even a master's degree or even a doctor's degree, but a large number of front-line applied talents who not only master professional knowledge, but can also start working immediately when they come to the enterprise.

Selection: How to identify people, select people, and recruit the right people.

Education: How to train a person so that he can better adapt to the work, in short, how to train employees.

Use: how to authorize, how to make the best use of people's talents, assign to the right positions, and do the right things.

Stay: how to motivate, how to create career development channels for employees, etc.