Talent, use talent. No matter how high a person's talent is, it is limited, and those who are good at one aspect are often partial. And put all the talents for my use, and integrate many talents, we can
Form an omnipotent all-rounder and exert infinite strength. Mr. Kōnosuke Matsushita is an excellent artist, and he has brought the way of employing people to the extreme.
Mr. Kōnosuke Matsushita's artistic way of employing people is not only
Japan has also influenced several generations of business managers around the world, allowing you to see Mr. Matsushita's elegant demeanor in cultivating, using and managing talents. For more than ten years, China's business sea
The tides rise and fall, and the waves push the tides, drowning many so-called entrepreneurs who are brilliant but the middle road is declining, making them regret for a long time. Investigate its reason, choose and employ persons is improper even cannot use.
I have to say that it is an important factor. Therefore, it is more necessary for us to learn from Mr. Kōnosuke Matsushita's way of employing people, believing that the stones from other mountains can attack jade.
How to identify, absorb, use, motivate and retain talents is a thorny issue in enterprise management, which is placed in front of every enterprise director.
The standards for identifying talents around the world have been widely popular. According to this standard, the assessment of talents can be divided into two scales, namely, whether to respect and abide by the corporate culture, whether to have a high enthusiasm for work, a strong sense of responsibility and a high level of work ability. According to these two scales, talents are divided into four categories: double high and natural retention; Natural elimination of double lows; Respect and abide by the company culture, with high working enthusiasm and strong sense of responsibility, but low working ability. The common practice is to point out the expectations and requirements of the company to help them improve their ability and make use of it; For employees who don't respect and abide by corporate culture, have low work enthusiasm and poor sense of responsibility, but have high working ability, the usual practice is to give incentives and strengthen communication. I really have no choice but to give up my love reluctantly.
China's three masterpieces, Romance of the Three Kingdoms, Water Margin and The Journey to the West, show us the excellent employment culture of China. Liu Bei's use of Zhuge Liang and the army of the Five Tiger Generals, Song Jiang's Liangshan Juyi, Tang Priest's use of the Monkey King, Pig Bajie and Friar Sand, including Liu Bangzhi's use of ministers since ancient times, all have a fine taste and endless mystery. Tang Priest's hands are weak, Song Jiang's martial arts are mediocre, Liu Bei is "short-sighted, lacking in talents", and Liu Bang even knows that "the strategy is not as good as Sean, the writing is not as good as Xiao He, and the martial arts is not as good as Han Xin ...", and their success lies in "I can use it".
Some business executives often say as in Ma Shuo: "If you make a policy, you can't make the best use of it;" If you make a statement, you can't understand it; Formulating policies can be said that there are no horses in the world. " Everyone has his own bright spot. Only by using his strengths, avoiding his weaknesses, mobilizing and giving full play to everyone's enthusiasm, constantly creating more challenging opportunities for everyone and promoting its development, can the enterprise develop.
What kind of talents will be used, what kind of career will be achieved. Zhao Wang and Zhao Kuo mutually assured destruction, Zhuge Liang and Ma Su all efforts were in vain, so they had to be tried. On the other hand, what kind of person an enterprise executive is also determines what kind of person he prefers to use, and of course determines the success or failure of his career. Sun Wu also said, "Who is your master? Who can? I know it's also called "victory". From the cognitive point of view, people are more likely to accept and identify with what they are familiar with. It goes without saying that how to cultivate "Junde", dare to use people who disagree with their opinions, and dare to use people who have opposed themselves, reflects the courage and tolerance of an enterprise director and also affects the rise and fall of an enterprise.
Only first-class talents can create first-class companies. Absorbing talents is very important for the high-speed, stable and long-term development of enterprises. If you can't attract first-class talents, this enterprise can't become a first-class company. If enterprises lack the mechanism to attract talents, they will gradually become a stagnant pool. Ensuring the continuous participation of first-class talents is the basis for the rapid growth of enterprises.
Every manager wants to achieve long-term employment, which is beneficial to employees, managers and enterprises. The length of employing people is good for employees, managers and enterprises. But here we need to answer two questions, one is how to achieve the long-term employment, and the other is how to achieve the scientific long-term employment.
Realizing the length of employing people: at present, it mainly depends on the experience of enterprises.
In the process of the gradual accumulation of enterprise management practice, enterprise managers have formed their own set of employment ideas and methods, and skillfully used various methods under the guidance of the ideas to achieve the purpose of effective employment.
However, different ideas and methods lead to different understandings of how to better realize the advantages of employing people. Some friends who are engaged in management talk about this matter mostly by feeling and judgment, that is to say, whether they can be employed for a long time depends mainly on the personal practice of managers. If the practice is high, the level of employment will be high, and long-term employment will be in place. If the practice is low, the employment level will be low, and the employment director will be competent. But how to do it more effectively is difficult to form a unified statement.
Realizing scientific employment is being accepted by more and more enterprises.
Scientifically employing people is to achieve a reasonable match between people's ability and work tasks through a set of systematic and scientific methods. Grasping the two elements of people's ability and work task can realize the reasonable matching between people and work: simple work is done by people with low ability and complex work is done by people with high ability. And through the continuous training of people with low ability, people with low ability can complete complex work after their ability is improved. In fact, it is to realize the mutual matching of people's abilities and tasks at different work levels.
1, simple tasks are done by people with high ability, which is overqualified, while overqualified is a waste of human resources from the perspective of resource utilization, and people will feel uneasy about the existing work;
2. People with low ability are overqualified to do complex tasks, which will have an impact on the completion of tasks. If the allocation of human resources in enterprises fails, people will also feel depressed, and then lose interest and efforts in their work.
Chairman Mao said that leaders mainly do two things: one is to give ideas, and the other is to use cadres. Giving advice is to ensure that our work should have the right direction, do the right thing, not do the wrong thing, and give full play to the function of planning. After the direction is determined, the key is to use cadres. Only by making good use of cadres can we achieve the determined direction.
In the process of school management, how principals employ people can be summarized in a few words: selecting people with special skills and putting them in positions that can play the most important role; Establish a reasonable talent structure and expand talent energy; Constantly improve the quality of talents, mobilize people's greatest enthusiasm, improve management efficiency and achieve management goals.
There are many contents in the Party's cadre standards, such as party constitution's six Party cadre standards, four modernizations (revolutionary, young, knowledgeable and professional), red and professional, and so on. But its basic spirit is to have both ability and political integrity, and its basic principle is to "use talents" on the premise of having both ability and political integrity. Why should we insist on "employing talents"? The most fundamental reason is that "there is no shortage of gold, and no one is perfect". Everyone has strengths and weaknesses, and every management position needs talents with various strengths to complete specific tasks. Moreover, the disadvantages and advantages are not absolute, but conditional. Under certain conditions, advantages can be transformed into disadvantages, and under other conditions, disadvantages may also be transformed into advantages. Whether it is an advantage or a disadvantage depends on the conditions and how to use it. For example, some cadres are decisive and quick-thinking, and are good at grasping the essence of things in an instant and making appropriate judgments. This is a good cadre and his strength. However, such cadres also have shortcomings, and shortcomings are just another aspect of their advantages. Because instant decisions are often not meticulous. He can grasp the main aspects of things, but he often ignores the secondary aspects, which is prone to omissions in his work. Quick thinking often brings confidence. If you can't treat yourself correctly, it will easily lead to pride and even become domineering under certain conditions. If there is a unit that can't open the situation for a long time, it is a unit that "has been smoking, but never caught fire". If such cadres are removed, they can quickly open their mouths and give full play to their strengths. However, if there are already several such cadres in this unit, and the quarrel is in a mess, and this person has left, if he can't treat his shortcomings correctly, things may be even more chaotic. This is to play his short board. On the other hand, there is a well-thought-out cadre who always thinks of everything that should be thought of when something happens, and is very safe in handling affairs. Isn't this a kind of strength? Units with such people can make many fewer mistakes. This advantage itself may become a disadvantage. If he thinks too much and too carefully, he can't grasp the main contradiction and is easy to show indecision, which becomes a shortcoming. Advantages and disadvantages vary according to conditions. Advantages and disadvantages should be divided into two parts.
Of course, we can't relativity, good and bad. There are good and bad cadres. President Mao Zedong said that the essence of things is determined by the main aspects of contradictions. The advantages of good cadres are the main aspects, and the disadvantages are secondary. The shortcomings of bad cadres are the main aspects, and the advantages are secondary. But strengths and weaknesses, advantages and disadvantages can also be transformed into each other. How to transform depends on my internal factors and external conditions. A decisive cadre, with the conditions, can become a good cadre who dares to be the first; If you can't treat yourself correctly, on the contrary, you will become arrogant, domineering and unable to unite people. Whose advantages and disadvantages are not absolute, they are all changing; We don't think anyone should just look at one aspect and stay the same. The deeper you understand this view, the better it will be for your children to choose and employ people.
It should be noted that the idea of "perfection" is likely to lead to the formation of middle-class and vulgar cadres. There was no "perfection" in all aspects. What are the consequences of stubbornly engaging in complex philosophy and pursuing perfection? I hope that cadres are very decisive and at the same time very cautious. In fact, decisive people are often less careful, and careful cadres are often less decisive. In the end, only those cadres who are decisive and not very decisive, careful and not very careful, that is, cadres who can do everything but are not very outstanding. It can be used in all aspects, but it is also a kind of cadre. Some positions need such cadres, but such a standard cadre team cannot be established. If the characteristics of the cadre team are all like this, then there will be no big mistakes and no big achievements in the work of this unit.
In reality, the best cadre team is achieved through "employing people". If we choose a cadre who is the most outstanding in this respect for each post, even though they also have shortcomings, then the whole cadre team is the strongest and the most perfect person in reality.
In practice, to be good at employing people, we must be "good at employing people and tolerant of people's shortcomings." "The length of employing people" is not a simple subjective desire, but an ability. The ability to "use people's strengths" is concentrated in short capacity. The so-called lack of customers is not only tolerance, but also the correct treatment, control and handling of cadres' shortcomings. If we have a realistic "perfect" cadre team, which has certain strengths and shortcomings, it will be difficult to make good use of this team. Where is the difficulty? The difficulty lies in how to treat their shortcomings. We should see their shortcomings, help them overcome them, limit their role and reduce the impact of their shortcomings. Managing the shortcomings of cadres is a condition for giving full play to their strengths and a special ability that ordinary people can't do. Only those who have this ability can "use their talents". Maxima is good, but it is difficult to ride. The same is true of talented people, but it is difficult to lead. Now some leading cadres can't "use their talents", which is related to their leadership ability.
"The length of employing people" must also have corresponding system guarantee. We should oppose the tenure system for cadres and not employ people. Now every school has a different position, and everyone has a specific position. It is necessary to be able to enter and exit and flow reasonably. Managers should be able to reward and punish, and should have corresponding autonomy in personnel selection. Without such a system as a guarantee, "the length of employing people" cannot be realized.
As enterprise managers, especially senior managers, selecting and employing people is the key to their work. Only by doing a good job in selecting and employing people can we use our strengths. We just need to maintain them through continuous efforts in the future work. What I will introduce to you today is how enterprise managers choose and employ people.
Selecting and employing people one: have a vision.
In the process of selecting candidates, enterprise managers are required to take off colored glasses and treat the identification and introduction of talents with a peaceful mind and based on the future development of enterprises as much as possible. The selection of candidates should be combined with the specific tasks and the development of tasks, and the demand for people's expertise in tasks should be reasonably determined.
Selection and employment 2: keep people in good faith.
Incentive mechanism is an important means for enterprises to retain people. The perfect incentive mechanism not only embodies the wisdom of senior leaders of enterprises, but also embodies a kind of sincerity, which is a reward and respect for people to do their best.
Selecting and employing people three: pay attention to employing people.
It is more important for enterprise managers to focus on the advantages of employing people, especially to give full play to employees' expertise in the process of employing people, and adjust them in time according to relevant changes, so as to dynamically realize the reasonable match between people's expertise and work tasks.
Selecting and employing people four: educating people rationally.
Enterprises should be willing to invest in talent training, and only reasonable investment can have a reasonable return. At the same time, they should open up internal growth channels for talents, provide a good development platform for every employee who contributes, and design a reasonable career plan with employees. When the employee's ability really exceeds the existing needs of the enterprise, and the existing resources and abilities of the enterprise are difficult to meet the needs of employee development, the enterprise should have the courage to let employees go out and realize their pursuit.
Selecting and employing people five: be kind to others.
How big a mind a business manager has, how much he can do. Business leaders who are kind to others will continue to take the enterprise to a new height. We must remember that we are taking advantage of people's strengths, not their weaknesses. No one is perfect, and everyone will inevitably make some mistakes. At this time, managers need to be generous.
1, too much emphasis on academic qualifications. Now candidates must talk about academic qualifications, and the higher the academic qualifications, the better. Because of this, many cadres pursue academic qualifications, while many colleges and universities ignore ethics, sell academic qualifications and diplomas, and hard-working cadres are not promoted. In the end, it is the masses who suffer. Do all jobs need to be selected according to this standard? I think education is only a basic requirement, and the key is to look at real talent and practical learning. At the township level or even at the county level, a technical secondary school (normal school) or junior college below grade 97 is enough (technical secondary school and normal school before 1997 were still very difficult to take the exam, and I learned a lot in school). They have a bachelor's degree and can do some municipal work. You don't have to be so demanding of your first degree.
2. Dual-track administrative system. There is a very obvious difference between administrative establishment and career establishment in actual treatment, not to mention the psychological imbalance of the group caused by this gap. In the unit assessment, the administrative staff are inherently "biased" because only administrative staff can hold leadership positions. In order to select real talents, it is imperative to break the establishment limit.
3. The age requirement is not determined according to the actual work. When recruiting personnel, the younger the better, and the age line is getting smaller and smaller, most of them are under 30 years old, and some even reach 28 years old and below. People in their thirties are the age group with the richest work experience and the strongest coordination and handling ability. Cutting off their job transfer channels will not only dampen their enthusiasm for work, but also go against the optimal allocation of human resources among the whole departments.
4. The ability evaluation is still not objective enough. Examining a person should focus on five aspects: morality, ability, diligence and honesty. However, in the democratic evaluation, the ordinary people of cadres have played a great role and interfered with the correct evaluation of individual ability. How to introduce a more scientific evaluation mechanism should be an important direction of the reform of the selection and employment system.
In terms of employing people, I think it is extremely important to do a good job in cadre training. The traditional concept of selecting and employing people is still an obstacle to training and selecting young cadres. We must emancipate our minds, renew our ideas and ensure the implementation of the strategy of selecting and training young cadres.
First, plan and build a large contingent of reserve cadres.
1. Scientific prediction and reasonable planning. We will queue up and analyze leading cadres at all levels and industries one by one, investigate and predict, determine the total number of reserve cadres, and establish a reserve cadre team with party and government reserve cadres at different levels and ages as the main line and different types of professionals as supplements. 2. Establish a reserve cadre talent pool. This talent pool should include all kinds of talents, both party and government leaders and economic management talents; There are both senior reserve talents at or above the county level and intermediate reserve talents at the bureau level; There are not only cadres, but also workers, farmers and other talents, as well as women cadres, non-party cadres, ethnic minority cadres and other talents in an appropriate proportion.
Second, reasonable arrangements are conducive to young cadres to display their talents.
The ultimate goal of attaching importance to talents and constantly discovering and cultivating talents is to select and use talents. It is a big mistake to let professional technicians do management. In the use of talents, we should adhere to the principle of meritocracy, compliance with quantity and doing our best.
Third, strengthen management and form a virtuous circle mechanism conducive to the gradual promotion of cadres.
The first is to improve the training mechanism. In terms of training content, we should not only strengthen the training of Marxism-Leninism, Mao Zedong Thought, Deng Xiaoping Theory and Scientific Outlook on Development, but also strengthen the training of socialist market economy knowledge, modern management knowledge and modern scientific and technological knowledge, and constantly improve the internal quality of young cadres. The second is to improve the management mechanism. Adhere to the dynamic management of young cadres and pay attention to inspecting cadres in practice. Establish cadre management files, combine peacetime management with annual target assessment, form an incentive mechanism to promote all kinds of talents to make contributions to modernization, and promote young cadres to exercise and grow in various environments and posts.