Want to manage a business well. You must be a qualified and excellent manager to manage an enterprise well. There is no difference between enterprises in size. As long as it is an enterprise, it must have strict and meticulous management. Enterprise management knowledge, how much you need to know, so that ideas become habits; Pressure, be an example for employees; Take advantage of the trend and give employees room to grow; Talent can be met but not sought, which is expounded in four aspects. Some people say that excellent enterprise managers are generally excellent talents in management. How to manage an enterprise well? You should put all the business management knowledge you need to know into practical management. Enterprises, let ideas become habits. When learning enterprise management knowledge, it is necessary to make it clear that the core of the team is not someone, but the enterprise concept. The Tang Priest's team went through a lot of hardships to achieve the True Classics, not by the spirit of Team Liu, nor by money, but by thinking, which is from the heart and has the same goal as * * *. Therefore, the enterprise team should have strength and rely on ideas to unite people. That's not enough. To turn an idea into reality, we must make it a habit of enterprises. How to become a habit? Kung fu is beyond management: continuous employee activities full of ideas and themes. It may be practical or complicated, and many times there is no immediate effect. But in fact, the most real power comes from this "virtual". Knowledge of hotel management. Stress, setting an example for employees, enterprise management is actually a job that faces people's hearts, including guests and employees. Emergency treatment is not the foundation of enterprise management and service, but should go deep into the hearts of employees and guests, that is, find ideas, culture and soul. Business managers need to know that as long as you have "Buddha" in your heart-guests and employees, then every guest is a wealth creator and every employee is a talent; On the other hand, if you only have "shit" in your heart, then guests and employees will always be useless. Business management knowledge. Take advantage of the trend and give employees room to grow. Just like the five stages that the Monkey King experienced from "graduation" to "pottery garden supervisor" and then to becoming a Buddha, the growth of hotel staff should also be divided into five stages. As soon as employees enter the enterprise, they work hard. This is the stage of training and learning, which is very important. At the same time, we should pay attention to the basic requirements of employees for good positions. To this end, enterprises have set up positions that make them feel that there is room for improvement. If there is only one administrative position at this time, there can be multiple technical positions. This method has enabled many employees to grow. This is the function of Confucian culture in China-to be practical, to be famous and to be an official. This is the first stage. With employees mastering more skills and knowledge, they began to expect to break through the shackles of systems and norms, demanding innovation and freedom, just like the freedom achieved after the Monkey King was sent to the blast furnace of Taishang Laojun, and everyone began to pursue physical and mental freedom. This is the subtle influence of Taoist culture in China. Therefore, enterprises should follow the trend, adjust their posts, organize learning and colorful activities, let employees exert their energy and work happily, reward employees who do well, and make them picky. At this stage, it is very important to make employees feel that they really have something to learn from their superiors and colleagues, otherwise they can only muddle along or leave. So it is essential to go out and come in for study and training. To this end, many enterprises invest hundreds of thousands of yuan each year to study abroad and invite famous teachers to give lectures, including service skills. Marketing courses and so on. The growth of employees, thus entering the third stage. During this period, with the continuous study and activities, the corporate philosophy has been cultivated and consolidated, and the construction of corporate culture around the concept has been put on the highest agenda, just like the Monkey King can't jump out of the palm of his hand. This is the palm of the Tathagata, this is the corporate culture, and this is the concept. When they further become common habits, the growth of employees will enter the fourth stage, that is, the conscious stage. At this time, enterprises need to carry out spiritual work for employees and be good at encouraging and cultivating employees' self-cultivation, including mentality, spirit, smile and social responsibility. This stage is to practice, carry forward and expand ideas, which is endless. Finally, when employees succeed, just like the Monkey King becoming a Buddha, the hoops on his head will naturally disappear. In other words, the enterprise system has no influence on successful employees. Knowledge of enterprise management. Talents can be met but not sought. The shortage of talents in enterprises is not only a problem faced by the hotel industry, but also a common reality in enterprises. Recruiting talents has become the most urgent and headache problem for enterprises. Before recruiting talents, enterprises must first clearly realize that they have whatever you want to recruit. Many people do well in the interview, which makes people feel that they have known each other for a long time and that they are the talents needed by the enterprise, but once they are put into the job, they find that this is not the case. This is not only because there are many empty things in the interview, but also because whether a person is a talent depends on whether his strengths can adapt to the job requirements. Adapted, talent is born, not adapted, so that no matter how talented you are, you can only sigh at the untimely time. So, don't believe the myth of recruiting talents. Talents are not recruited, but cultivated-in most cases, talents are hard to come by. Generally speaking, the boss may not do a good job in the enterprise. In China hotel industry for so many years, employees have been at a disadvantage and have to yield to the interests of the hotel and the requirements of the guests. Most people choose hotels in despair, go in and out, get exhausted physically and mentally, and then get tired of this industry and say something like "Don't do hotel things". Generally speaking, the boss may not do a good job in the enterprise. In the catering industry for so many years, employees have been at a disadvantage and have to yield to the interests of enterprises and the requirements of guests. Most people choose the catering industry in despair, get in and out, get exhausted physically and mentally, and then get tired of this industry and say something like "don't do catering". So in the final analysis, it depends on whether the boss's concept can jump out of tradition! Dare to treat employees and customers as gods! The humanization of catering enterprises is mainly reflected in four aspects: 1, paying attention to the inner world of employees and managing them according to their personalities. So as to achieve "what key opens what lock", gradually stimulate the enthusiasm of employees, so that they can realize themselves in their work and gradually meet the needs moderately. 2. Democracy This is just the opposite of paternalistic management. When managers let employees participate in decision-making in a democratic way, their respected rights will be recognized and employees will work harder. 3. Let employees independently complete their jobs without violating the general principles, and let employees give full play to them. 4. Culture This is the highest realm of humanized management and also the highest realm of management. Managing employees' thoughts with humanized culture is equivalent to managing employees' behaviors. Working hard in these four aspects is the basic point of humanization of catering enterprises, which accords with psychologist Maslow's psychological demand theory. To do this, there are five steps: first, we should establish the concept of humanized management, so that employees can learn to think independently about the change of catering policy, that is, it is as important as customers and serve customers with the concept of humanized management of catering. Second, encourage more, criticize less, reward more and punish less. Now many managers have come to the human resources department to tell me that now their precious daughters are trying to "coax" management. The original "shouting when the road is rough" and paternalistic management are not enough, otherwise they will not do it. Third, pay attention to employee training. Appropriate training is an important channel for effective communication, which is conducive to running through humanized management! To put it bluntly, it will be directly linked to turnover and profit! The fourth emotional investment. People have feelings. When an enterprise can't even care about employees' feelings, most employees will feel the indifference and ruthlessness of the system and leadership, so they will get tired of their work and even leave their jobs! Fifth, pay attention to cultural construction. Everyone needs to have taste and cultural accomplishment, and it is necessary to constantly improve, and catering enterprises are no exception. Under the trend of humanized management, cultural construction should be "people-oriented" everywhere, so as to cultivate talents and use them for us! Therefore, in today's fierce competition in the catering industry, it is particularly important to apply humanized management immediately! Therefore, "the real strength of an enterprise lies in enabling newcomers to change themselves unconsciously and adapt to the enterprise, thus creating conditions for success." What strength is this? There is a core and a backbone. This core is not the general manager, but the corporate philosophy and goals. With the core concepts and goals, a real team can be established, and only such a team can be a strong team, just like the "Tang Priest Team" in Journey to the West who went to the West to learn Buddhist scriptures. This is a team with a "heart" and a team with a soul. From these enterprise management knowledge, we can easily find that if we want to manage an enterprise successfully, we must have a good management concept and let this concept be implemented in management. Service industry contacts people and manages people, so it should be managed from the perspective of people, not from the perspective of system. Every enterprise manager is eager for talents, but it is still possible to cultivate a talent without asking for a sister Lin from the sky. Through the above management mode, I believe your enterprise will be successful. It's getting bigger.