Make the best use of people and things
How to use people, give full play to their strengths, avoid their weaknesses, and achieve "the best use of people, make the best use of things", that is a great skill. Sima Guang of the Song Dynasty said in the book "general guide to Zizhi", the so-called "talent" refers to smart, discerning, strong and resolute; the so-called "morality" refers to integrity, fairness, and peaceful treatment of people. Talent is the assistant of virtue; virtue is the commander of talent. He is called a saint if he has both ability and moral integrity; a fool who has no virtue and talent; a gentleman is called a man of virtue when virtue surpasses that of a talent; and a villain who is superior to virtue.
The bamboo in Yunmeng is called "vigorous" all over the world. However, if its curvature is not corrected and its feathers are not matched, it can not be used as a sharp arrow to penetrate the solid objects. The copper produced in Tangxi is called "Jingli" in the world. However, if it is not melted and cast and forged, it can not be used as a weapon to break through hard armor.
Therefore, managers should understand the advantages and disadvantages of employees, develop and develop their advantages, and avoid or transfer their shortcomings to the advantages of cooperating with others. Put people in the right position, so as to better play. For example, "literati" asked him to dance broadsword, which is the wrong place.
We should have a correct view of talents
Nowadays, human resources are paid more and more attention by enterprises. Enterprises should not only realize the importance of human resources, but also realize the irreplaceable nature of human capital in the process of enterprise development. Many entrepreneurs, especially some private entrepreneurs, have not realized the importance of human resources. They think that the most important resource in China is human resources. If you go away, how many people want to come! But I don't know the importance of a suitable person in the enterprise. There are many people who can take it and give full play to it without delaying the work. How many suitable people can really accept the corporate culture and management philosophy? Therefore, enterprise managers should have a correct concept of talents. Using the humanized management mode as the main mode and rigid management as the supplement, we should lower your height, respect, understand, care and love every employee of us, and they will treat you the same way. To achieve the real "people-oriented" and "the person who knows himself will die, and the man who knows himself will use it".
There should be a scientific incentive mechanism
At present, many enterprises take incentive as too narrow and regard incentive and reward as the same, resulting in great deviation. Incentive cannot be separated from reward, which can also be called a driving mechanism of incentive. That is to say, it should be what employees want after hard work, including bonus, promotion opportunities, decentralization and authorization. This is an upward thrust, and it is also the basic premise for employees to work hard. Moreover, incentive management is inseparable from the traction mechanism, which is an upward pull, mainly valuable traction mechanism.
There should be a reasonable restraint mechanism
Incentive management also needs pressure, or restraint mechanism. Because any award will be invalid one day, and at this stage people's demand is increasingly rich and changeable, it is difficult for managers to find a suitable reward scheme for the public. In short, there are carrots in the front and a tiger in the back to run faster. In other words, we should restrict the direction and speed of employee development and progress. In some important positions, we should consciously do a good job of talent reserve. In short, it means "one post with many people" and "one post with many people". Once someone leaves a certain post, there will be a suitable person to fill in automatically, which will not bring significant impact to the enterprise. The enterprise should put forward the job demand description according to the situation of post change. At the same time, the cultivation of substitute post personnel also helps to form a sense of competition among employees. Because there is a certain amount of reserve talents, individuals will not have self expanding psychology because of the importance of the post.