Seven "recipe" about good talent management
Seven "recipe" about good talent management
Let Class-B people do the things of Class A
This is a successful approach for talent development. It aims to promote the growth of burdens. Our traditional approach is to use only the amount, personnel affordable, what grade level of the person to arrange what to do. Let b-class people to do things this way a class is different from the talent high consumption, but also different from the talent overload, more scientific, just right, even if the employees feel a slight pressure, but not so much feel the pressure is too large, the work slightly challenging job to help motivate employees to forge ahead.
Immediately adjust when meet the best results
This is a way to break the routine. The growth of talent is a cyclical regular; usually a person in a position to work on time to three to four years is appropriate. Sum of the previous three years is a strong point, is the disadvantage of adding the three years. Therefore, the experience is an asset, rather than to a mediocre talent. In a timely manner to adjust the position and job talents, for their continuous improvement, continue to grow a great benefit, it is an effective compound talent created one of the methods.
Comments must be outstanding more than the proportion of 70%
For a long time, whether it is government agencies, public or business units, every sum awards, when the proportion of outstanding less than 30% generally, this approach seems to become a social practice, have been widely recognized. In such a social context, we find that there a few units the opposite end of each year as their numbers remain outstanding more than 70%. Found after in-depth understanding of their argument is based on: the majority of human behavior should be normal behavior, to more than 70% of employees are rated as excellent, most conducive to encourage minority whip.
Let employees do what they want to do
Some people say that employees do what they want to do, that's confusing, to say here is absolutely not mean that. In the planned economy, the employment requirement is dry line love line, but does not necessarily love, not love no choice. Today in the market economy, job should be to love his party dry line. Development of human resources is to create a relaxed social environment, in possible, try to meet the staff interests, hobbies and aspirations, let them do what they like to do, let them dry long wanted to do, their own jobs, the mood comfortable to the development of its length, to fully release their energy.
Move management
This is currently more popular in Western New Management methods. Clinton is better at this method. He is often taken by surprise attack into the White House Office of the ministries, and sometimes other people he met secretly slipped to attend. Move management has two advantages: first, to grasp the staff are first-hand materials; second, subordinates can enhance their sense of responsibility and pride.
Starvation therapy
The so-called hunger therapy, that is, let the subordinates eat 70% full, so that they always maintain a state of hunger, which helps enhance the inherent vitality of the staff. As the saying goes, practice filial son, fertile rice income deflated. Flowers cultivated in the greenhouse can not last long. Often give subordinates to create some sense of crisis and hunger, can enhance their hard work, hard work, danger, and go upstream of the spirit; "the law of diminishing happiness" tells what it means.
The special quality of leadership
The leader has some special qualities necessary to the development of subordinates, such as "lazy", "simple" and so on. "Lazy" is the leader of distress do not have to hands-on, fulfill their duties to subordinates a certain autonomy. Too diligent leadership, under a dependent, which seems to have become law. "Simple" refers to the leaders to play a subordinate to note the enthusiasm and creativity of the work in the deployment only to tell them what to do, do not tell them how to give subordinates the opportunity to play a creative talent. If a leader too complicated, very simple under the will, which is a complementary relationship?
Seven "recipe" about good talent management
By: Serena Du
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