Personal understanding: There are no useless people, only people
who can't use people are the most valuable asset of the company. The competition of the company is ultimately the competition of talents.
Make good use of people who are better than ourselves.
Clean up and correct problems promptly.
Avoid hiring based on printing.
Avoid bad money to drive out good money.
Money is enough, not talents will become talents.
Chapter 1: Managing people, cultivating people and keeping people
In the final analysis, the competition of enterprises is the competition of talents. Talent is the life of an enterprise. How to manage talents, use talents, train and retain talents becomes the key to the growth and development of enterprises in fierce competition.
1. Ogilvy's Law: Make good use of people who are better than ourselves.
Presenter: Ogilvy of America. Oglevi, President of Mather Corporation.
Comment: If the people you use are worse than you, then they can only do worse things than you. If each of us hires someone stronger than ourselves, we can become a giant company.
2. Halo effect: A comprehensive and correct understanding of talents
Submitted by: American psychologist H. Kelly
Comments: If a person is initially considered to be good, then other qualities of his body are also considered good. It seems like the principle of "love house and black". It refers to the exaggerated social cognition formed by individuals in the process of admiring and admiring others. The halo effect is most obvious in love and idol worship.
3. is not worth the law: to let employees choose their own to do the work
author:
Comments: the law is not worth statement is the most intuitive, is not worth doing, is not worth doing, this law seems simple enough, but it The importance of is often forgotten by people. The law of unworthiness reflects a kind of people's psychology. If a person is engaged in something that he thinks is not worth doing, he will often maintain a sneer and sarcastic attitude and perfunctory attitude. Not only is the success rate small, but even if you succeed, you wo n’t feel much sense of accomplishment.
Therefore, for individuals, one should choose one of a variety of alternative goals and values, and then strive for it. Choosing what you love and loving what you choose can only inspire our fighting spirit and make you feel at ease. For an enterprise or organization, it is necessary to analyze the personality characteristics of employees and allocate work reasonably. For example, let employees with strong achievement desires complete the work with certain risks and difficulties individually or lead, and when they are completed, Give timely affirmation and praise; let employees with strong attachments want to join more in a group to work together; let employees with strong powers want to serve as a supervisor who adapts to their abilities. At the same time, it is necessary to strengthen the employees' sense of identification with the company's goals, so that the employees feel that the work they are doing is worth it, so as to stimulate the enthusiasm of the employees. "
4. Mushroom Management Law: Respecting the Growth Law of Talents
Presenter:
Comment: Mushroom management is a management method for many organizations to deal with fledglings. Beginners are placed in dark corners (unimportant departments, or doing errand jobs ), Pouring a large amount of dung (unjustified criticism, accusations, and generations), and let it die by itself (without the necessary guidance and support). I believe that many people have had such a mushroom experience, which is not necessarily a bad thing, especially when everything has just begun, when a few days of mushrooms can eliminate many of our unrealistic fantasies and bring us closer to reality. The problem is also more practical.
An organization generally treats newcomers equally, and there is no big difference from starting salary to work. No matter how good you are, at the beginning, you can only start with the simplest things. The "mushroom" experience is like a silkworm cocoon for young people who are growing up. It must be experienced before feathering. step. Therefore, how to efficiently walk through this period of life, learn from as much experience as possible, mature, and establish a good and trustworthy personal image is a problem that every young person who has just entered the society must face.
5. Bell effect: Create opportunities for talented subordinates to stand out
Proposed by: British scholar Bell
Comment: Bell is extremely talented. Some people estimate that if he studies crystal and biochemistry after graduation, he will definitely win many Nobel Prizes. But he willingly took another path-to put forward pioneering topics and guide others to the peak of science. This move is called the Bell Effect. This effect requires leaders to have the spirit of Bole, the spirit of human ladders, and the spirit of green spaces. In the cultivation of talents, the great cause of the country and the nation should be the priority, and the unit and the collective should be the first. People who are stronger than themselves, actively create opportunities for talented subordinates to stand out.
6. The law of wine and sewage: timely removal of rotten apples
proposer:
Comment: Pour a spoonful of wine into a bucket of sewage, you get a bucket of sewage, if you pour a spoonful of sewage into a bucket of wine, you still get a bucket of sewage This is the most straightforward expression of the law of wine and sewage. In reality, in any organization, there are almost such people. The purpose of their existence seems to be to mess things up. The worst part is that they are like rotten apples in the fruit box. If not handled in time, it will quickly spread and ruin other apples in the fruit box. The terrible thing about "Rotten Apple" is its amazing destructive power. An honest and capable person entering a chaotic department may be engulfed, and an unscrupulous person can quickly turn an efficient department into a mess. Organizational systems are often fragile, based on mutual understanding, compromise, and tolerance, and are easily violated and poisoned.
Another important reason for the extraordinary ability of spoilers is that destruction is always easier than construction. A pottery craftsman who spends time carefully crafting can destroy a donkey in a second. If there is such a donkey in an organization, even if there are more skilled craftsmen, there will not be much decent work. If there is such a donkey in your organization, you should immediately remove the snake; if you are unable to do so, you should tie it up.
7. The first cause effect : avoiding the use of impressions. The
author: American social psychologist Lochins
commented: The first cause effect refers to the individual ’s first input to the object through the “first impression” in the process of social cognition. The impact of future cognition.
In social cognition, the cognitive clue that the individual gets the first impression of the other party often becomes an important basis for later cognition and evaluation. The influence of the first cause effect can be controlled to a certain extent. The first cause effect is related to the individual's social experience and the richness of social experience. If the individual's social experience is rich, social experience is deep, and social knowledge is enriched, the effect of the first cause effect will be kept to a minimum; in addition, through learning, the first cause effect will be recognized at the intellectual level, and the evaluation of the first cause effect will be clear , Generally only based on some surface non-essential characteristics of the object to make the evaluation, this evaluation should be continuously revised and improved in the future further communication cognition, that is to say, the first impression is not It cannot be changed, nor is it difficult to change.
8. Gresham's law: avoid ordinary talents from ousting outstanding people
Presenter: Sir Thomas Gresham (Sir Thomas Gresham, consultant to Queen Elizabeth I of the United Kingdom)
Comments: Gresham's law, in simple terms, bad money drives out good money . It means that two currencies, a and b, are circulated in the market, the face value is the same, but a is a full-value currency, and b is insufficient, and it can still be used as an exchange currency. Then rational people will choose to recharge it well, leaving a to use b. Thus in the market, b expels a.
9. Rainier effect: Attracting and retaining talents with an intimate cultural atmosphere
Presented by: Professor of University of Washington
Comments: Seattle is located on the Pacific coast, Lake Washington and other large and small waters are dotted. When the weather is sunny, you can see the highest Mount Rainier, one of the snow mountains, the professors of the University of Washington are willing to accept a lower salary out of nostalgia in Seattle The income opportunity was dubbed the "Rainier effect" by professors at the University of Washington. It can be seen that the beautiful scenery is also an intangible wealth, which plays a role in attracting and retaining talents. Can we use the "Rainier effect"? The beautiful scenery of Seattle can be retained to attract professors at the University of Washington. In the same way, companies can also use "beautiful scenery" to attract and retain talent. Of course, the "beautiful scenery" here is not only natural scenery, but also more good interpersonal relationship and healthy cultural atmosphere.
10. Appropriate Talent and Appropriate Rule: Put the right person in the most appropriate position.
Presenter:
Comment: Good human resource allocation is the foundation of human resource management. To put it simply, it is to put the right people in the right positions, and truly be fit and proper. Establishing a perfect incentive mechanism and mastering appropriate incentives are the central tasks of human resource management. There are usually two kinds of incentives. The first type is universal material incentives; the second type is human nature incentives. The two incentives should be integrated. The key is to grasp the level of employees ’needs, meet his psychological needs with the most effective compensation methods, and guide this need into his internal driving force , and stimulate this power to be released to the enterprise In the job required for development, ordinary people can make extraordinary achievements.
11. Tremmer's Law: There are no useless talents in the enterprise
Presenter: British management scientist E. Tremer
Comment: Although everyone's talents are different, they must have their own strengths and weaknesses , so they must be valued when selecting talents. It is his merits, not his shortcomings, that he can use his unique talents to entrust corresponding responsibilities and make each one safe, so that the contradictions of all parties can be balanced. Otherwise, the position and talents will not be suitable, so that due abilities cannot be exerted, and mutual disbelief will inevitably lead to aggravation of the conflict. In a team, everyone has their own strengths, but more importantly, leaders can apply these people to the most appropriate positions according to their expertise, so that they can use their strengths, and then make the entire enterprise prosperous. There are no useless people, only people who cannot use them .
12. Steve Jobs's Law: Covering the First-Class Talents
Presenter: Apple Computer Steve Jobs
Comment: Jobs said he spent half his life to fully realize the value of talent. In his most recent speech, he said: "I used to think that a good person can top two mediocre employees. Now I think it can top 50 people." Because Apple needs creative talent, Jobs said that he is about Spend a quarter of your time recruiting talent. Senior managers can often more effectively introduce the company's vision and goals to talents. For newly established and dynamic companies, the founders usually choose their employees very carefully. When the boss visits the recruitment site, the job seeker can quickly understand and adapt to the company's cultural atmosphere and environment.
13. Darong's Law: The biggest issue for business survival is to cultivate talents
Presenter: Dairy Corporation of Japan
Comment: The development of an enterprise is the development of talents; the prosperity of talents is the prosperity of careers.
14. Sea tide effect: attractive by treatment, motivated by career
Presenter:
Comments: Seawater rises due to gravitational force of celestial bodies, large tide appears large tide, small tide appears small tide, and weak gravitation no tide. This is the tide effect. The same is true of the relationship between talents and the social age. The society needs talents, and the times call for talents, and talents come into being. Based on this effect, as a country, it is necessary to increase the propaganda of talents and form a good atmosphere of respecting knowledge and talents. For a unit, it is important to adjust the treatment of talents to achieve a reasonable allocation of talents, thereby increasing the attractiveness of the unit to talents. Now many well-known companies have put forward such a concept of human resource management: attract people with treatment, gather people with emotions, and motivate people with careers.
