Yang triangle model:

1) Employee's ability: whether the knowledge, skills and quality of employees meet the post requirements.

2) Employee thinking: whether the things that employees care about, pursue and value every day match the company's vision, and whether the top management and employees follow the company's thinking and values.

3) Employee governance: Does the company provide effective management authorization support and resource support, so that talents can give full play to their strengths and the company's strategy can be implemented?

The main function of Yang Triangle Model is to help the company to build organizational capacity, so as to build a team with excellent values and abilities and create possibilities for the company's sustainable development.

Yang triangle's employee ability:

-1) elite recruitment. -2) Personnel training. -3) talent retention. -4) Quick elimination.

1) Develop team competence standards:

(1) Extract a dictionary of abilities recognized by the public.

(2) The manager confirms the final capability requirements.

③ List the positive and negative cases of competency model.

2) Analyze the capabilities of the current team.

3) Find the gap by comparing the ability differences.

4) Narrow the capacity gap

① It is suggested to "learn by doing" and revise iteration circularly.

② Organize training to empower and improve the team's combat effectiveness.

③ External employment, dismissal, loan and internal construction (selection, education, use and retention).

Take Haidilao as an example:

1) Elite recruitment: employees are promoted internally, and relatives are not shy.

2) Talent training: 4 (centralized training) +4 (store learning).

3) Talent retention: 100% in-store promotion.

4) Quick elimination: Seven major companies are prohibited.

Yang triangle's employee thinking;

-1) intrinsic motivation. -2) The mission of the company. -3) Work value. -4) Clear tasks.

1) Determine the ideal employee thinking mode:

Dedication, honesty, love of learning, empathy, courage to try, and enthusiasm for innovation closely serve organizational capacity building.

2) Examine the thinking mode of existing employees:

Company leaders, department heads, employees and customers conduct multi-dimensional audit and evaluation, and output detailed personal or organizational reports.

3) Develop the strategy of changing thinking mode:

① Top-down: Strictly implement the system of setting an example, performance management, demotion or dismissal.

② Bottom-up: proposal reward, collective efforts.

③ From outside to inside: customer interview, compared with competitors or benchmark companies.

Take Haidilao as an example:

1) Intrinsic motivation: Caring for employees' food, clothing, housing and transportation.

2) Company Mission: The customer is the real boss.

3) Work values: from "you want me to do it" to "I want to do it".

4) Define the task: the satisfaction of employees and customers.

Yang triangle's employee governance;

-1) The process is clear. -2) Clear responsibilities. -3) Encourage innovation.

Employee governance represents the tolerance of management resources and institutional policies. If employees have the ability and willingness, assuming that the organizational structure is unclear, the rights and responsibilities are unclear, the information is asymmetric, and the process is not smooth, it will be impossible to make achievements and the plan will be difficult to land. The core of employee governance is to establish a clear and appropriate organizational structure, such as:

1) leadership structure of functional departments.

2) The leadership structure of the product department.

3) Leadership structure of regional business divisions.

Take Haidilao as an example:

1) clear process: front-end service process and back-end procurement and distribution process are standardized.

2) Clear rights and responsibilities: employees are authorized, free of charge, deliver meals and other rights.

How to use Yang Triangle Model;

1) The core focus of employees' thinking: Would you like to:

First of all, solve the problem of employees' wishes, which essentially depends on the company's culture and incentive system, so that employees have the expectation and motivation to do things.

2) The core focus of employee competence: Will it:

Willing to be a thousand is only the first step. Do it if you want. You need to fully train and empower the whole organization to solve the problem of knowledge structure and reserve.

3) The core focus of employee governance: allow or not:

With the will and ability, we should also provide effective resources and reasonable systems to support task decomposition and clear distribution, and decentralize all kinds of talents to give full play to their strengths and implement them in one hole.