Successful corporate human resources management seven cheats
First, cherish the brand
Unsuccessful companies usually do not pay attention to the operation of their own "license". They didn't realize that if they were injured, they lost their symbols for people, thus destroying the "owner's pride" of employees. After the Pethari took over the UDS Group, the steps that were first taken were to restore the name, and resumed the self-confidence of employees, and resumed the overall image of the company, allowing employees with employment to mix into one, it is necessary.
Second, high salary encouragement
The salary payable for unsuccessful companies is usually lower. This is not because of their economic constraints, but because they lack awareness on salary and encouragement. The highest management personnel of successful companies are very clear about the relationship between work and compensation. Management is pointed out that salary is largely reflected in the degree of importance of managers and employees.
Third, internal promotion
Success companies have highly rely on the employees from internal to enhance their employees and regard this practice as a way to strengthen the company's cultural characteristics. Many unsuccessful companies do this. The difference between the two is that successful companies continue to develop the company "culture" and make it adapted to the real world, and companies that are unsuccessful, often enhance those people who streamline the company "culture".
Fourth, extensive communication
It is important to build a smooth public opinion between employees and bosses. The failed company is full of unwanted information, and on the other hand, it is popular with autocratic management style. Employees are rarely known that the company has any requirements for themselves, nothing to do with the company's future development. Successful companies have established a set of exchange methods, including groups of cross-professional functions, open conferences, and publishing an internal newspaper, so that employees and managers can know what is happening and has been planned. Make them truly participation and can actively cooperate with the company's work.
V. Pay attention to training
Some unsuccessful companies have indeed very focused on training, and their training sector may even work. But the problem is that it works equally for the company's total goals? In other words, is it necessary to adapt to the future with a planned, before and after consistent way? If the company does not have a clear sense of mission, there is no intention to understand and accept the goals of everyone, then even the best training work is also futile. It is worth noting that some successful companies have gradually transferred management training activities to highly specialized courses to accommodate different development needs of each manager. In this regard, various forms of foreign learning is also a way.
Six, strive for family members
Iifan, President of the United States Tiger, pointed out that if a whole family of workers who can't care about the company is coming to the company in the struggle for survival and success, then this worker will also glow vitality. To this end, this company has made a lot of efforts, including the homes and relatives, please listen to the company's progress and future plans; at the open day of the factory, the family can come and see how the factory works (there is 25,000 people have come to visit); there are also a series of activities such as campfire celebration, small marathon, and watch fairy talents such that employees and their families are better integrated with the company.
Seven, respect personal
Unsuccessful companies often consider organizing interests, rarely have someone in its eyes. It turns out that no respect for individuals is the starting point of many companies from prosperity. This will make the staff to centrifugally, which will deviate from the company's goal, thereby weakening the possibility of participation. A manager said the biggest respect for the subordinates is to listen carefully to his opinion.
March 20, 2003
