Case: a famous cosmetic products production
enterprise, under the numerous well-known brands, good at leading position in
the industry. This enterprise has perfect sales network and scientific
marketing management system, the company to new recruitment of sales staff to
implement a similar system of teacher and pupil system, each new employees will
be guidance for about two months, until the familiar with enterprise management
concept, management system and to be sales skills, can do their work.
This enterprise a regional sales director
recently disturbed, because there have been some new recruitment to sales
personnel, in the enterprise work on three, five months or half a year, just to
enterprises of its kind in promotion, the enterprise become free for similar
enterprise training the base commander, someone called the enterprise in the
industry for "the huangpu military academy". Because the company has
the advanced management idea and perfect management system, in the company of
this period of time as part of the people "fine gold" of time, the
capital has a certain amount of product department, went to other similar
enterprise higher levels of assignment. This kind of phenomenon occurred in all
levels of the organization, although the company has internal promotion and
staff of the traditional clear career development path, but be promoted is a
small part of the after all. At the same time, because of the similar
enterprise with high pay and high position as bait, so a large sale personnel
to drain. This area supervisor determined, in the later recruitment must see
people, certain people, emphasize on YingPinRen company loyalty, avoid has been
doing for others wedding. From which links of the specific?
Analysis: this enterprise are faced with
the problem that a lot of industry leaders had common problems, not only sales
executive will face such problems, but other departments will also face the
same problems. Of course the employment opportunity sales talents is the most,
so TiaoCaoLv is also the highest. This area supervisor resolution is very good,
but the problem of its individual power alone solve, also is the ultimate
process, JiaoTongYiJiao, cannot from go up at all solve a problem, the fundamental
solution to the problem to the management of human resources from the Angle of
mechanism system to think about countermeasures, the core of the
countermeasures is to choose the right people, keep good people, and the
specific measures are as follows:
1, the only thing
The only thing that post responsibility and
employees to match individual characteristics. To achieve the required only
what candidate link don't choose the enterprise the best, choose only the most
appropriate, according to the responsibility of the position the required
quality model to equipped with appropriate personnel.
First is the analysis of work, the
enterprise should be in the scientific organization based on analysis of the
design work, to define each department and the area of responsibility of the
position. The main responsibility of the position with task to describe, each
task description should include the following parts: the post work content,
what is what the object is, work work process of how, expectations of what is
output. In order to fill the post, a post performance target, the required a
series of different quality are the elements of what, including motivation,
character, social role, knowledge and skills, etc. According to the specific
requirement, the elements of the different combination of the position a
quality model.
Next to quality model based on the choice
of the people, which requires the enterprise of hiring officials have quite a
strong judgment ability and identify ability. Simple said to know a man,
analysis is to grasp their individual characteristics and then effectively with
people. In addition to the traditional application interview methods, still can
use evaluation center test (through the scene simulation methods to evaluate to
applicant) including role playing, text basket. No leadership group, use this
method not only examine its knowledge and skills, and examine the work motive,
the will to work or basic value orientation and individual characteristics,
individual characteristics show that a person can do, it express is to
applicability. While the quality is qualified for the position requirement for
model of talent and quality factor, whether both for the individual match
decided to whether post.
2, to do its force
Just do one's best is when the staff have
the responsibility of the position the required individual characteristics just
retain employees of the necessary conditions, and not a sufficient condition,
behavior characteristic is a manager focus of concern. Behavior characteristic
is to point to in specific environment, the combination of individual
characteristics and apply, mainly including: staff efforts degree, the
investment of time and serious degree and so on, it shows that people are
willing to do the work of degree. Popular terms, employees in this post has the
ability must have passion, enthusiasm reflected in a post the will to work,
autonomy and so on, it express is to play degree. Have the ability and no
enthusiasm, zeal without ability will affect the performance of output.
3, according to the labor compensation
"Force" eventually translate into
"labor", "fatigue" measurement issues is labor appraisal of
quantity and quality problem, according to the labor remuneration paid amount
that job and matching contributions. First asked to make scientific employee
contribution, accurate assessment, performance evaluation results and salary
system hook, compensation system not only should consider fair to consider the
internal and external fair, is trying to fair distribution, fair distribution
is to point to the employee gets rewarded (or punish) number is fair. According
to the theory of Adams fair, if a person of their input and return was fair, he
will love their work, work hard, or you could reduce the degree of efforts,
slacking. Justice on employees' personal behavior and performance directly
effect. Second through the perfect employees involved in the system, establish
the appeal system, establish a supervision system provide employees involved in
the channel, according to labor compensation to the fair and just.
4, the need for fitness
Suitable for the need that is as far as
possible the structure of salary and employee needs structure to adapt,
compensation is not only the wages paid to employees, bonuses, welfare and so
on, also including the currency of ascension, the job itself and the chance to
work for staff to meet the brought and supportive working environment, etc.
This requires managers to the staff needs and work motivation for deep analysis
of, often on the Chad employees, especially and job related, and in the light
of these and feedback information to seek and employee's dialogue and
understanding staff real thoughts. Through the fair distribution and justice
promotion policies for material interests and meet employees' right to pursue,
through the guide to create harmonious colleagues meet employee spiritual
requirements, and through the let its undertake challenging work, given
supportive working environment to meet the demand of the realization of the
self. With the reward post match demand is to human resources management
process in a fair and impartial basis for optimum its need to do it, just do
one's best, the maximum transfer employees work enthusiasm and creativity.
5, by affection is
Enterprise should have awareness of many
organizations some collective activity, encourage everybody to participate in,
established between each other more deep friendship. The competent departments
shall organize and cultivate good his own team, and employees into clear sense
of the communication &, do their TieXinRen, let care about people, respect
and cultivate people organization culture deep heart, to strengthen team to the
staff attraction and binder force.
