Because the management methods and cultural system adopted in the Amoeba business model, although originated from Japan, are very in line with our humanity in China, so the Amoeba model is very popular and widely used in China. Bachang's choice is the choice and application of talents and the core lifeline of enterprise management, which is particularly important.
When providing consulting services for enterprises, we will re-select the captain, and the choice of the captain plays a key role in the implementation of consulting projects.
There are mainly the following ways:
A, step by step method:
If the scale of the company is not particularly large, the talent pool is not sufficient (which may be a common problem of enterprises), and the organizational structure is not adjusted much, we generally take the current supervisors at all levels as the supervisors.
This method is simple and easy, but it is not conducive to the cultivation and excavation of other talents and to long-term development.
Second, the superior leadership specified method:
If the company's organizational structure is adjusted and some new supervisory posts are created, and the number is small, many people will be directly appointed and designated by the superior leaders.
This way is more common in China, which is more conducive to the formation of a certain relationship and control of power. However, it is also possible that there is no good selection criteria, which leads to cronyism rather than meritocracy, resulting in injustice and unfairness.
Third, the competitive recruitment law:
Competition is divided into local competition and comprehensive competition. Local competition means that only part of the positions of commander Ba are taken out for competition, and comprehensive competition means that all positions of commander Ba are subject to post competition.
Enterprises are commercial organizations, so we encourage competition. Japanese amoeba pays more attention to qualifications, which is very different from ours. We respect our elders, but pay more attention to ability-based and value-based, and everything is guided by ability and value creation and enterprise interests.
Therefore, when we help enterprises to carry out amoeba reform, we advocate re-selecting Ba Chang by competitive recruitment.
The implementation steps of competitive mount guard:
1, mobilization for competitive employment, and announcement of implementation measures for competitive employment;
2. Publish competitive position information within the company;
3. Eligible competitors apply for competitive posts and fill in the application form for competitive posts;
4. Review the competitive qualification and announce the competitive time;
5. Competition within the organization;
6. Go through the appointment procedures for the employed personnel;
7. Go through the follow-up procedures for the hired personnel.
Competitive organization:
1, competitive recruitment method: the combination of organization inspection and competitive recruitment defense;
2. Competitive defense: Participate in competitive defense according to the time and place notified by the competition office. The speaking time for competitive recruitment is generally 10 minutes per person, and the time for the judges to ask questions and reply is 5- 10 minutes.
The basic contents of the competition report and speech:
1, cognition of the value of the applied position;
2. Analysis of the current situation and existing problems of job hunting;
3. Propose solutions to the current situation and existing problems;
4. Future work objectives and plans.
In fact, whether we adopt the amoeba business model or not, we also advocate and advocate the competition model, so that real talents can be highlighted and it is of great significance to build a talent echelon for the long-term development of enterprises.
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