Problems needing attention in selecting reserve cadres
Two points should be paid attention to when selecting reserve cadres. First, look at the character before the ability, and second, insist on younger talents.
(A) first look at the character and then look at the ability
When I was engaged in production management in an enterprise, there was a hot injection workshop in the factory, and the employee turnover rate was relatively high in summer. Once, the manager told me that he had a friend in Suzhou who was also the head of the workshop. I can invite him over, and when he comes, I can also bring a group of people. I said, if he comes, won't the factory collapse? The manager doesn't think it's all about where the money went. Everyone has left, so why bother him? I said, I don't want such a person! He was puzzled and asked me why. I said there is something more important than technology, that is, professional ethics; There is something more important than money, that is, it is easy to get together and leave. He can bring a lot of people here, and one day, he will take a lot of people away. Because I can't guarantee that his salary is the highest in the market. When a person leaves, the enterprise can no longer do it. No matter how to behave or do things, it is wrong. No matter how bad this enterprise is to you, you will still get paid when you are on the job. Even if people don't know how to be grateful, they can't do without professional ethics.
(2) Adhere to the rejuvenation of talents.
In the early years, enterprises popularized training and found that employees left after training, taking away all the knowledge, so they questioned the necessity of training. Only in the process of continuous learning and growth can human nature appreciate the admiration of knowledge and become very modest. Do you know what happens when a person does the same thing for ten years? People and things will be disdainful, arrogant, conceited and difficult to communicate. An organization without learning and training is like a stagnant pool, which will deteriorate over time and the life in the water will rot. Adhere to the rejuvenation of talents, and the team will maintain positive vitality.
Enterprises sometimes have no choice but to use people in a hurry, even those with low quality. Work guidance is necessary, but when training reserve cadres, we must be careful in this regard.
Five stages of the formation of reserve cadres' leadership model
(1) Self-growth, ordered in times of crisis;
(2) Acquisition, cultivation and exploration
A person should constantly use and utilize his own ability from the time he starts to accumulate it, and only in this way will he not run out of his own ability. Ability is either discovered by yourself or guided and cultivated by others. Being able to be trained means that the organization needs you, or maybe some of your characteristics have been taken fancy to by the organization, which means that your opportunity has come, and of course you should seize it without hesitation. But exploration is a very hard process, because your conclusions or management methods after exploration may not be recognized by your boss or organization. At this time, you need more opportunities and stages to prove yourself. Of course, once you prove your management ability, you will soon be reused, at least you are safe in this organization. In fact, in the workplace, no matter what stage you are in, you can't relax the requirements for your ability to use. We can neither know whether our abilities have been mastered, how to use them, nor whether our abilities have been lost. The only way is to keep using and using it to ensure that the tree of ability is evergreen. Of course, continuous ability can ensure its sustainable development, and only continuous practice can ensure the practicability of its management ability.
(3) bold practice, forming a style
Peter. Drucker thought:? Management is a kind of work with its own skills, tools and methods; Management is an organ, which endows the organization with life, vitality and motivation. Management is a science, a systematic and applicable knowledge; At the same time, management is also a culture. ? This is the best interpretation of management after a bold practice. Management itself is a kind of practice. Skilled in the process of practice, it will naturally form its own style. The formation of your style is related to your personality, your understanding of management, your experience and your ability.
(4) Management innovation keeps pace with the times.
In the information society, knowledge is always new, keeping pace with the times and carrying forward the past. Although the past knowledge and ability are very important, it doesn't mean that we can use the past knowledge and ability to deal with the present and the future, because the only constant in this world is ceaseless? Change? . In fact, we have to give up almost everything except those excellent knowledge and abilities that have made substantial contributions to the organization. This means that we should not only deal with the current tasks, but also make long-term arrangements and accumulate potential. We should base ourselves on the essence and look forward to the future development, but what supports the future is only seeking development through innovation.
There is such a view in Minimalist Management, which just reflects the value of management innovation. The pipe, originally a slender hollow thing, is blocked around and can be entered from the middle. Plug it into a plug; Let it pass sparse. Tube, is the meaning of combining blocking and dredging. Therefore, management includes the meanings of dredging, guiding, promoting, affirming and opening; It also contains the meaning of restriction, avoidance, restraint, negation and closure. The reason, the original meaning is to analyze the grain of jade; It represents the truth and development law of things, and contains the meaning of rationality and rationality. Management, such as water control, combining dredging and blocking, conforms to the law. Therefore, management is the thinking and behavior of reasonable unblocking. ? No matter how you interpret it, it is right. Management? Innovative understanding.
(5) Understanding and subversive contribution to human nature.
Virgin group founder Branson said? Stimulating human nature is the essence of management: the world will change, but human nature will not change. What I am trying to explore is the relationship between people. ? From Branson's words, we can easily see that we have found the origin and basic point of management, grasped the essence, essence and main points of management, and learned that the essence of enterprise management is how to recognize and treat human nature.
Any ability is aimed at the problem to be solved, and performance and contribution are the direct goals of ability management. With the continuous improvement of our ability in training and practice, both the improvement of work efficiency and the saving of time and money should be reflected in the continuous increase of performance and contribution in the organization. One of the biggest challenges of management ability is whether any investment or input of an enterprise can bring greater benefits to organizations and individuals. If it can't bring benefits to organizations and individuals, it is meaningless management.
? Father of scientific management? Frederick? Taylor believes that management is to know exactly what you want others to do and let them do it in the best way. . In Taylor's view, management is the best way to dominate the work of others. In my opinion, some managers control employees scientifically, while others control employees compulsorily. The two methods are different, and the results are obviously different, but what is valuable is that the former is correct in scientific management and control of employees? Human understanding? What is the basis for the latter's dominance? Power? On the basis of.
Misunderstanding of training reserve cadres
Myth 1: Cheap labor recruits reserve cadres.
Some enterprises recruit reserve cadres not for training management echelon, but as a way to reduce the cost of interns. Recruited reservists have not seen training measures and promotion prospects for a long time, and the natural wastage rate is high.
Myth 2: Recruitment is to complete the tasks assigned by the leaders.
The leader ordered how many managers to reserve this year, and then made great efforts to recruit, regardless of job matching, personnel structure and other issues, which led to the recruitment of unemployed people to settle down and reserve for a long time, resulting in waste of personnel or eventually resignation. This question also explains what an enterprise should have. Human resource management of all employees? Awareness, and strive to work with various departments to develop recruitment plans.
Myth 3: Lack of direction guidance after recruitment.
Some companies have made great efforts in training after recruiting reserve cadres, but most of them are corporate culture training and store management practice, but such training can not fully meet the different growth needs of different employees. Giving appropriate guidance after induction training, planning the future development direction, entering the development track of their respective posts as soon as possible, and receiving training in specific posts can improve the efficiency of training reserve cadres and effectively prevent the increase of turnover rate.