Suggestions on staff management 1 1. Assist and guide employees to improve their own quality.
Through evaluation and communication, most employees can understand their own advantages and disadvantages and improvement goals. However, it is not ideal to urge employees to improve their own quality only through evaluation and communication. This requires the human resources department to organize special staff quality training to improve staff quality.
Professional and technical training, organizing technical seminars or holding technical lectures in turn; Comprehensive quality training can be organized by the human resources department, or contact professional training institutions for training. It should be noted that it is difficult to improve the quality of employees, especially their comprehensive quality, through one or two specific trainings. The human resources department should formulate some corresponding post qualification requirements, warn employees who do not meet the qualification requirements, and promote employees to vividly improve their own quality. In addition, some training forms such as discussion and lectures in turn can be fixed, so that employees can develop the habit of continuous improvement.
2. There should be appropriate and timely encouragement and rewards to improve the work efficiency of employees.
Any excellent enterprise will give its employees various rewards. Especially when most employees make mistakes in some way, commending outstanding people will undoubtedly play a great role in promoting.
"Reward is more than punishment" should be a trend of modern employee management. When rewarding, you can pay equal attention to both spiritual and material rewards; Pay attention to patient persuasion and ideological work when punishing, and generally do not take economic punishment (except those that cause direct economic losses to the company).
3. Let employees get satisfaction from their work.
According to Maslow's "five levels" theory of human needs, people pursue spiritual needs and self-success while satisfying physical and material needs. Giving employees a sense of satisfaction and accomplishment in their work is the premise of effectively developing human resources.
From the management point of view, managers should create a relaxed environment for employees, which includes two parts: material environment and psychological environment. Physical environment refers to whether employees have good material conditions to complete tasks, such as equipment and materials. Psychological environment refers to whether employees have a happy mood and the impulse to complete tasks. The construction of psychological environment is often neglected by managers, which plays a key role in whether employees can successfully complete their tasks and get satisfaction from their work. As an excellent manager, you should show trust in employees, pay attention to their suggestions, respect their work process, and don't interfere with specific work at will. In addition, you should constantly encourage and praise employees to improve their work morale.
4. Employees should be made aware of the goals set by the enterprise to ensure the realization of the goals.
Although company employees come to work every day, it is hard to say that they are all very clear about the company's goals. Because everyone is busy with their own work, the understanding of the company's goals is often one-sided. Making employees understand the company's goals is the primary task of the human resources department.
The human resources department can publicize the company's goals in many ways:
(1) lecture. Give a lecture on the company's goals and related contents to all employees of the company. The lecture will be hosted by the human resources department, and the competent manager and department manager can explain the development goals of the department. If there are many people in the company, you can give lectures by department.
(2) discussion. General suggestions and departmental discussions, so that employees can speak freely about how to achieve the company's goals.
(3) internal publications. Many companies have internal publications, and it is a very good way to publicize the company's goals through internal publications.
Every member of an enterprise should know his own responsibility, scope of authority and working relationship with others.
After defining the company's goals, it is relatively easy to determine the employees' work goals. Job objectives can determine employees' job responsibilities, scope of authority and working relationship with others. In the job description (including job responsibilities, terms of reference and working relationship, etc.). ), the human resources department can also adopt the following methods:
(1) uplink analysis method. Refers to the use of bottom-up analysis method, through the analysis of existing organizations and work to complete the preparation of job descriptions. In practice, the upward analysis method includes "work diary method", "important event analysis method" and "work description method". These methods can be used alone or in combination. The best way is to use "work diary method" to analyze job responsibilities, use important events method to analyze the scope of authority and work relationship, and communicate directly with employees through "job description method" to reduce the errors brought by other methods.
(2) downward analysis. It refers to the use of top-down analysis method, starting from the analysis of the mission, objectives and business objectives of the organization, to determine what work must be completed and what posts need to be set up in order to achieve the planned objectives. Downlink analysis method is most suitable for setting job descriptions when the company's business transformation or organizational structure adjustment. In addition, even if the personnel arrangement is ready, downward analysis can be used, which can ensure that managers can eliminate the interference in the job description and make each employee engage in the appropriate job. When using downward analysis method, the human resources department should fully discuss with senior leaders and refer to the successful experience of other companies to avoid big deviation.
6. Regularly check employees' work performance and personal potential, so that employees can grow and develop.
Performance appraisal is an important content in human resource management, and the level of performance appraisal restricts the effectiveness of other personnel policies to a great extent. When designing specific evaluation projects, we should pay attention to the following issues: First, the content should be objective and clear, and the evaluation focus of each project should be clear to the evaluator and the evaluated without ambiguity. Secondly, don't have too many items, usually 5-8 pieces of each type. Finally, the scale of evaluation should be as detailed as possible. "Excellent", "good", "average", "poor" and "very poor" are abstract, and evaluators are prone to subjective judgment errors. If each scale is refined, the situation will often be much better. At the end of the assessment, the appraiser and the appraisee should communicate separately. The main purpose of assessment communication is to let employees know their own advantages and disadvantages in their work and how to improve them.
Suggestions on employee management 2 Every year around the Spring Festival, many new employees will join the Shanghai security company, bringing a fresh vitality to the security company. But how can they learn knowledge and skills in the shortest time, improve their working ability and make contributions to their jobs as soon as possible? Shanghai Lianming Security Company will help you:
First, hard training is the foundation of long-term development.
Fire fighting training and performance is an important part of security work, and it is also an important means to improve the professional skills and team cohesion of team members. In security companies, training is necessary, but these trainings have certain pressure on newcomers. Because most of the current security personnel are young and have not suffered much at ordinary times, the intensity and difficulty of training are unbearable for them. This is the state that the security captain should always care about the players and help them make progress. Don't expect them to integrate into the team soon. We should give priority to humanized training and show more patience, understanding and tolerance to players.
Second, universal training is a necessary means.
When new security personnel enter the company, they will have some theoretical knowledge training. How to make these boring but important trainings understood and applied by new employees requires the efforts of our managers.
Many grassroots backbones have not been deeply rooted in the hearts of the people. They just regard it as a task required by the company, and have not played a real training role. Therefore, when training new players, as a team leader, you should have a high sense of responsibility, always be a good host, and complete the tasks assigned by superiors. We should be able to infiltrate the spirit of the company's document instructions into every team member, and fundamentally improve the team's self-protection awareness and service attitude.
Third, good working methods are the source of long-term development.
New members have a probation period before taking up their posts. During the probation period, as a team leader, they should have the first conversation with the new security personnel and always give them care and support in their life and work. Pay attention to their living habits, try to arrange an old team member to go to Shuanggang together, or personally guide them, so as to help and guide the old team members, teach and teach the team leaders respectively, and carry forward the spirit of unity within the group. It is necessary to create a harmonious and relaxed working atmosphere for each new team member, so that the hearts of new team members have always been under the care of the team leader.
It is gratifying that Shanghai security company has new employees, but how to retain new employees is more important. In Shanghai, security companies should advocate humanized management.
Suggestions on staff management 3 1. The present environment is the most suitable environment.
Enterprises in the market, just like the real battle environment, are faced with decisive battles in the market at any time, and are not allowed to rehearse, let alone make conditional assumptions. Making some unnecessary assumptions will only waste time, delay the fighter plane, or make excuses for not achieving your goals. We should work in a realistic state and think that now is the most suitable environment. Only in this way can we think positively and respond positively. When managers think that the quality of employees is too poor, they should think about it: if the quality of employees is improved to their imagined level, will they still be satisfied with their existing posts? Can you still be his leader? How to show your ability and value? The existing environment is just the best stage to show your ability and exercise yourself.
2. In the eyes of employees, it is actually their own appearance.
In the eyes of successful managers, what they see and attract is the efforts of others, and the negative factors of others have no time to take care of them. All they feel is their own efforts. If you live with the lame, you will learn to limp. Therefore, feeling their state is actually their own appearance, but we are easy to see others and difficult to understand ourselves. We can do a test, and the feelings and evaluations of different employees in the same enterprise will definitely be different. This is because every employee's status is different, and what he sees will be different, that's all. In fact, others are just a mirror and see themselves. We always like to stare at others to find shortcomings, but we seldom look at ourselves from the heart. We can only get some insights by pushing back. When we feel that more and more people don't like it, it must be our own problem!
I don't particularly like it, but what I need to improve most.
Sometimes we especially don't like someone or something someone does. What is the reason? Is it someone else's problem? Does his opinion disgust everyone? Not necessarily! Since not everyone doesn't like it, why not? What's the problem? That's because I am biased, or I make a mountain out of a molehill, or I have some kind of "personality defect", which leads to my disgust. If employees often go against you, it means that your personality charm is not enough, or your ability is not recognized by them, or you usually do the same to them, so these are all aspects that need to be improved by yourself. The poor team execution may be due to the lack of corresponding management system; Employees often delay their work because of family matters, probably because managers don't care enough about employees; I can't tolerate employee comments. Maybe I do have some shortcomings or something. When we face "dislike", it is precisely where we find ourselves most in need of improvement.
4. An employee is an employee.
Some managers are used to labeling employees as "strong or weak", "enemy or friend" and "diligent or lazy". How to judge for yourself, often the ending is expected. Psychology tells us that when we label a person, our behavior and attitude will also change subtly. When communicating with employees with labels, their behaviors are easily caught by the other party, and the other party will do the same, resulting in many facts that make the false come true. Always tolerate and encourage excellent employees, and it is not correct to criticize and crowd out employees with insufficient ability. In fact, many labels are predetermined by managers, and some do not represent the truth. Otherwise, why do some employees change their working environment and become completely different? So, in general, we should believe that every employee is trying to create his own world. We should encourage and affirm more and label employees as positive energy.
5. The full recognition of employees depends only on influence.
Don't think that just because an enterprise has rules and regulations, employees can fully agree with them and abide by them. There is a far cry between superficial obedience and inner recognition. More and more systems and training, employees may not buy it, and the turnover rate can be used as a reference. A considerable part of employee turnover is directly related to superiors. Imagine that an employee is ready to leave. What effect can it have on them? The key to employees' full recognition is the charisma and professional skills of leaders. Leaders set an example and let employees' hearts be touched, so that their influence will last and their execution will be strong. In addition to the management system, managers must have appropriate emotional input and considerable charm influence in order to be recognized by employees.
6. All the problems we face are of our own making.
Some managers like to complain about others, always envy others the right place at the right time, and feel that colleagues or customers around them deliberately create problems. In fact, everyone's environment is their own business, and what happens, good or bad, is related to their own accumulation, otherwise why not happen to others? If self-analysis: employees are arranged by themselves, are they not explained clearly, are they not tracked in the process, maybe they need to improve their skills in "knowing people", and so on. When subordinates see the leader's self-criticism, they will also analyze his own reasons, instead of trying to pass the buck. In short, all the problems encountered by managers must first find their own reasons, which are likely to be caused by themselves.
7. A good "fruit" must be a good "cause" planted earlier.
As the saying goes, as you sow, you reap. There must be a cause and effect when things happen. The present "fruit" must be the "cause" planted before, and the good fruit belongs to the good cause. Why do you have a lot of trouble? Why are employees difficult to manage? Managers should reflect on what bad "bane" they have planted for him. Some employees said, who have I offended, and such unlucky things have fallen on them? So-and-so events are really unfair ... the time for causal cashing is different, and some processes are very long, which makes many people hard to believe. Don't feel unfair, because you may also be the unfair maker in the eyes of others.
8. Lucky events will be exposed.
Managers must do things right and straight, don't have selfish behavior defects, and don't think that they are in leadership positions, which ordinary employees can't find. People's psychology has a weakness. Under the same conditions, they often think that the probability of good things happening to them is high, and the probability of bad things happening to them is very small, so they form a fluky psychology: "How can it be so coincidence?" If you want to be unknown, you must do it yourself. Some "defects" of managers will certainly let employees know. Imagine if you are not yourself, how can you convince your subordinates? Negative energy events with luck should be completely eliminated.
9. It's easier said than done, so pay more attention to "doing".
Nowadays, there are too many inspirational articles, chicken soup for the soul, positive energy, skills and methods on the Internet, WeChat, bookstores, etc. Every day, we can stop and think about how much our bad habits or working methods have improved. Most of them are still doing it. They haven't found out how much their lives have changed, and they are still "going their own way"! In the essay "Help or Not" at the Spring Festival party, passers-by who take pictures of the accident scene are typical people who can only talk but not do it. Everyone knows that "knowing is easier said than done", but the key is to apply what you have learned to your work and life. Being unable to work is one thing, and rhetoric is another.