Zhang Lijun, the former political commissar of Ali, founder and CEO of Entrepreneurial Yeast, dismantled the methodology of recruiting people in detail in combination with his own experience in establishing Lakeside College and Organization Department in Ali. She believes that a boss's core ability is to be able to read people's minds.

"China has really entered the era of a group of elite entrepreneurs. If you don't have three knives on your waist, don't come out to mix rivers and lakes. "

Zhang Lijun teaches at Chaos University.

Instructor | Zhang Lijun

Former political commissar of Ali, founder and CEO of entrepreneurial yeast

Before we begin, let's think about three questions:

What is the most important thing in running a business?

What is the essence of management?

Is HR really just HR?

Generally speaking, running a business has three dimensions, namely, people, money and service, but you should know that people are everything. All the troubles come from people. All kinds of people make you unhappy and you will be at a loss. Every time I am tortured, it is because of human problems.

The flowing human heart and the unchanging human nature.

In other words, the boss's core competence is mind reading. And the essence of management, my understanding is to get results through others.

In addition, you should also realize that HR is not the business of HR department, but must be your own business. Every entrepreneur is the chief human resources officer first.

So, after today's class, I hope you can forget the so-called method, but you must establish the consciousness of "people". For example, if you get up every morning and do your own thing, you should immediately think of another latitude. The most important thing is whether the people who do this business can't leave, fight or win this battle.

What should a good HR do?

Every boss who has met me will basically ask me, where can I find an excellent HR like you? I think it doesn't matter if I can't find it. There are many good human resources. The key is whether you can help him.

What should a good HR do to be HRVP or CHO? I think there are three things:

cultural heritage

Do you find that when there are 100 employees, those ideas you said are beyond others' understanding? There will be some omissions in the transmission and the information will be reduced step by step. You need to use a good mechanism, which is what we call "mission, vision and values".

This is not a slogan, but the manager sets an example, and the following people will do the same when they feel it.

Tell you my story. When I first entered Ali, my first teacher was Guan, who created Ali culture. I regard him as my lifelong mentor.

At that time, he was already the CEO of the group, and I was just a small employee in sales, but he was on a business trip abroad and would personally tell me how to answer customers' questions at 2 am local time.

When I was in charge of the team for the first time in my life, I brought 15 small staff. Before that, I was a teacher, so I didn't know what to do.

As a result, my team was miserable and didn't make a single order for half a month. Then this 15 person wrote an A4 paper and signed a letter to dismiss me.

But fortunately, NiLiang (the target of Zhang Lijun's report at that time) later talked to me and said this:

Someone gave you feedback that you didn't do well. I think it's my responsibility because I didn't tutor you. So, first of all, starting from tomorrow, you should take a notebook with you every morning and write down clearly what you want to do today, why you want to do it and how you plan to do it. Let me guide you. Second, have a good work habit every night, tick what you have done and finish what you can do today; Third, I will support you in any public place.

I was very moved at that time, and then I would give a ten-minute report every morning, and he would give me counseling. Then, on various occasions, he would say every time, today she is your boss. If any of you object to her, please leave.

After such training, I coached my subordinates in the same way, and finally changed from supervisor to regional manager, regional manager and general manager.

This is the guidance of culture.

Strategic landing

A strategic landing requires business operation indicators, and there will be tomorrow if you live well today. After this business is completed, we will start to allocate human resources. You need to do three things well:

(1) platoon leader

In doing business and fighting next year, we must first choose marshals, generals and pioneers. Whoever takes the lead in this matter, who supplies food and who calls for morale, must count talents according to your goals.

② Practice.

To train this group of people, you should think about how your partners, your senior managers and people at different levels can train them in different ways.

③ Take out the basic rules of the company.

What are the most important policies and systems at the bottom of the company? Indicator system and financial budget system related to promotion, including performance appraisal, rewards and punishments, etc.

If a policy is formulated and everyone says yes, is that good? waste

Any policy system should be popular, which can filter out the good employees and leave the bad ones behind. He was right to feel stressed in the middle.

Organizational development

Do you know which department in the HR field is the most expensive? He is the boss in organizational development, because there are no more than ten people in China to improve the ability of managers at all levels and move forward.

How to improve the ability of a group of people?

You need to concentrate on solving these three problems:

? Solve the problem of whether employees are willing to do it.

When you do something, the first thing to consider is how to make him willing to do it.

? Solve whether employees can

You need 123 to find this thing, and the staff's ability is only 1 and 2, and there is still 3 missing. At this time, through external training or personal counseling, you should make up this 3.

? Need a group of people to do it happily.

If people who do well in the company are not as good as those who do poorly, what do you think people are motivated to do? No, so you should create a fair, transparent and inspiring atmosphere.

② How to improve the ability of junior, middle and senior managers?

When I was in Ali Management Cadre College (the predecessor of Lakeside University), I studied one thing-how managers need to improve their abilities?

? Leg strength-junior manager

At that time, I put the top 20 junior managers in the company, observed what they did in a day, a week and a month, and slowly wrote down their work habits, with more than 100.

Among these things, we found that three things are the most important, so we selected them and developed them into courses:

The first thing is not only to recruit people, but also to open people;

The second thing, learn to do team building;

The third thing, can you get the result? How to get the result? What should I do with the data? How to do the process? What about the method path of the result?

The focus is on "opening people". Have you ever driven anyone above 10? There is an old saying in the industry that 100 people are called management, and 10 people are called management introduction.

In other words, if you hadn't fired so many employees, your management wouldn't have started at all.

? Waist Strength-Middle Manager

Directors and senior directors are the backbone and mainstay of a company, and the abilities these people need also include three levels:

smell

When you go back to the company after a week's business trip and walk around twice, can you feel anything intuitively? I remember that the first thing the horse did when he came back from a business trip was to run up and down. After the meeting, he said who had any problems and who was right.

It is from the heart, and everyone's state is good or not, and it is written on his face. If you are a good manager, the first thing you do when you return to the company is to observe whether there is brilliance in employees' eyes and whether there is a smile on their faces.

This ability must be trained until you find that you have a dog nose, and the more you smell it, the more sensitive you are.

Pull your hair

How can we really understand the boss's thoughts? You should learn to think high. If you were the boss, how would you deal with this problem?

When my subordinates came to quarrel with me, I asked them, if you were me, what would you do, and things would be solved. It's called pulling your hair. Conversely, the CEO should learn to understand your employees in this way.

Look in the mirror

There is a famous monkey theory that a tree is full of monkeys. Looking up, it's all ass, looking down, it's all smiling faces. In fact, in the workplace, you are also such a monkey climbing trees.

At the grass-roots level, everyone looks up at their asses and everyone hits you. At this time, you have to tell yourself that it's okay, I'm right here.

Climbing to the middle is actually the most tiring, just like that middle-aged greasy man. Although there is not much ass on it, it is too heavy. Look down, everyone is laughing and can't help you.

Therefore, as such an executive, you should learn to look in the mirror every day. Am I really right?

What is the most dangerous executive? When I want to do something, my first consideration is how to get rid of my boss. It is dangerous when you have this idea, because no one will stop you and no one will say that you must be wrong, so you must learn to reflect.

? Organization Department-Senior Manager

Above the senior director, you will enter the core management, which is the organization department of the company. We set up an independent course called ALDP- Ali Leadership. There are three core abilities, namely, strategic ability, educational ability, your mind, pattern and parallel cooperation ability.

Executives can conduct a 360-degree assessment to evaluate the general manager. They should ask his boss, colleagues and subordinates. Why 360 degrees? Because the boss can only look at his ability, peers can look at his mind, and subordinates can look at his character. This is an institutionalized construction.

After so much experience in the workplace, can you return to your pure self? Only by returning to that pure state and growing the power of doing good from the deep heart can we do more. Therefore, our core requirement for executives is that everyone should grow their strength inward.

Really good managers will be especially good at inspiring your good side, while bad people will inspire your bad side, so that the negative ability is getting bigger and bigger.

(3) the company/kloc-more than 0/00 people, to have three meetings.

If your company has more than 100 employees, you must hold three meetings: business strategy meeting, financial budget meeting and talent inventory meeting. This is also the three most important things when Ali held a group meeting at the end of the year. It is a strategic meeting of people, finance and affairs.

For example, at the talent inventory meeting, Mr. Ma was the most cruel to those who reported directly to him. He will bring the company's human resources, vice president and president together and often ask the manager.

Every boss is in a panic, because you must know the advantages and disadvantages of the management of all the lines you report, and you can't make mistakes. Because, before this, the organization department has done a talent inventory, we have formed all the reports, and Ma has read them. He has more information than you know.

The core work of HR: how to recruit and select people?

How to recruit partners?

There are three main points in recruiting partners:

(1) should have a * * * vision.

You should love this thing from the bottom of your heart. You are most afraid that your money will attract people, or he says that the business of investors is particularly hot recently, so you should make this thing.

② Back-to-back trust and tolerance

There are two levels of trust. First, I believe you. You should prove it to me first, and then I will believe you. Second, I choose to trust you first, and you can do it with confidence.

These two kinds, it seems that all roads lead to the same goal, but will they? After finding a like-minded partner, do you choose not to trust him first or trust him?

Believe it, because if you don't believe him, the worst is you. When others think you don't trust him, he will certainly deal with it and won't unite with you.

Choosing to believe first doesn't mean you are a fool, you can observe in the process. This is what General Ma said, employing people should be suspicious and suspicious people should use them.

③ Complementarity

To be a good CEO, you must have at least six abilities, namely, branding, integrating resources and financing. Internally, you should be able to make strategies, fool people and be a spiritual leader.

If you really can't do these six things, you must do three things: make a strategy, integrate resources and be everyone's spiritual leader. You can find a partner to help you divide the rest, such as finding a good CFO to help you raise money.

How to recruit executives?

Executives are not a blank sheet of paper, but it is normal that they can agree or disagree with your values. Therefore, when you choose executives, there are three main points:

(1) Be strategic.

A supervisor should fight with his team. If his strategic vision is not good, the better his execution, the more people will die. For example, this is a pit, he doesn't know, the people below listen to him very much, and finally all the troops are wiped out.

(2) Have a mode of thinking

Every department led by an executive is a parallel department, and it will naturally fight. No matter how powerful a company is, resources and funds are always limited, so at this time, the pattern of this person is very important.

③ Beyond Bole, will you train subordinates?

In the past, Ali had an unwritten rule that he would be promoted without backup management.

It is impossible to get promoted.

How to choose general management?

There are three requirements for ordinary management below senior management:

① Roots are red and seedlings are positive, and values are good;

② sense of team responsibility;

③ Systematization of enterprise management.

Why add a special systematization? Because, you will find that many people are point-to-point in business management, and there is no systematic power, but you must remember that management must be systematic, and how to decompose the results from KPI should be systematic management.

(End)

* This paper is based on the course "Human resources are the first project of CEO" taught by Zhang Lijun in Chaos University, and the content is only 1/7 of the whole course.

More detailed:

1. How to recruit people at different stages of enterprise development?

2. How did the "three axes" of Lakeside College come from?

Never go to a company like CHO.