"Knowing people" is a vast sea of people. How to find the right person is both an opportunity and a strategy. If the chance coincides with the goal that Ta is looking for, we can find Ta. The strategy is to attract talents, including the visibility of enterprises, talent policies and people recruited.

To "know a person", we should know his experience through interviews and background investigations. Even if you can't know the "past life", you should at least know the previous work experience and turning points, and confirm whether they are suitable for the post by understanding their family, interpersonal relationship and personal career development plan.

"Educating people" includes systematic training for new employees. The first is the cultural concept and basic rules of the enterprise; Secondly, job responsibilities, abilities and promotion direction, supplemented by effective ability strengthening training measures. It also includes on-the-job continuous training and promotion. "Progressive" growth refers to constantly setting more inspiring goals and providing the resources needed to achieve them, so that employees can "enjoy it".

Through training and on-the-job guidance, employees generally go through several processes, that is, unfamiliar to familiar, auxiliary operation to independent completion. This process needs to pay close attention to employees' cognition of job responsibilities and personal mentality changes, and give timely guidance and support.

"Adults" not only lead employees to further promotion and promotion after they are competent, but also provide resources and support for employees to realize their dreams in combination with their personal goals and plans. Enterprises truly become a platform for employees to realize their self-worth and ideals.

The application time and method of each method are different, and the basic principles are "selecting talents and appointing talents", "teaching students in accordance with their aptitude" and "giving full play to their talents".