Do you want to know what problems you will face when selecting and training enterprise managers? Or do you want to know how to solve a problem? If it is the former, it is roughly: 1. Select: 1. The selection criteria should be based on the needs of company management rather than the specialties of the selected person, so as to avoid setting posts that vary from person to person; 2. If the company's management system and the boss's personal ability to control the enterprise are strong, the personality factor of the selection standard can account for about 40%, otherwise it needs to account for about 60%; 3. In addition to personality, the matching degree between the existing ability and the company's job requirements may be an important indicator. However, I suggest that you take some hidden indicators representing potential as the standard, such as education level (related to understanding ability and thinking ability), execution ability (related to efficiency and team building) and planned (basic management function) communication ability. Second, training: 1, the first is to clarify job responsibilities; 2. Secondly, the salary performance system closely related to post execution; 3. Ability training related to job responsibilities (see above: selection criteria).

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