Personal summary of human resources management in modern enterprises
Personal summary of human resources management in modern enterprises
If the three main factors of business success are long-term strategy, organizational structure and corporate culture, then the issues of mind and emotion are clearly in the corporate culture. Social culture determines the psychological state of members of society; the psychology of family members reflects the background of family culture education; corporate culture is reflected in its attitude towards society, customers and employees, and its product services. Leadership is the product of emotion, not the product of intelligence.
It’s easy to use the brain and hard to use
With the development of the industrial revolution, the requirements for the main body of productivity - people are constantly changing: the first step is to have the highest demands on the "hands" of people, relying on the hands to create a large number of products, and to make profits, the so-called "people are more powerful." Secondly, it is the requirement of human "brain". Technological inventions and high-tech products are the magic weapon for enterprises to win. Science and technology are like the pivot point of lever power, which is "first productivity"; now it is in the high development of science and technology but there is no Before the qualitative breakthrough, enterprises compete on the same and similar technology platforms, and have higher requirements for people's "heart". If a new technology product or a "point" has been able to save or prosper a company for a while, Then how to win the "heart" of customers and employees under the market economy conditions is the key to success. "Technology" plus "mind" can make enterprises have long-term vitality. The human heart is unpredictable and irreplaceable, but it is also a battleground for the military.
More and more companies are aware of the importance of "heart". In the statement of promoting its corporate culture, more emphasis has been placed on human nature. In its product design and business philosophy, it is also more obvious: the camera becomes "stupid"; the mobile phone has the functions of "one-finger call" and "voice addressing", which gives the user unexpected convenience and surprise. The company has developed from a "brand" strategy to a "culture" strategy. The words "quality first" and "sales first" in advertising are being replaced by more cultural terms such as "Haier Made in China" and "Technology is People-oriented". . In 1998, Henkel Corporation defined the new corporate image as "Technology + Mind."
"Technology + Mind" sounds beautiful, and the balance between the two is even more crucial. With the rapid development of science and technology, enterprises are not afraid to neglect in scientific research and development, and put a lot of manpower and resources. The work of the soft indicator of "corporate culture" is often placed next to it, like "celebrity calligraphy and painting" in the house, just showing its "culture". Therefore, it is not difficult to find in daily life, often it is a phenomenon of heavy "brain" and light "heart": for example, the problem of urban garbage, the result of scientific and technological progress in recycling waste, but different "organic" and "inorganic" are marked on the trash can. The wording makes the garbage dispensers use the "heart" deficiency or the "eight shares" legacy. Another example is the issue of public identification. On the door of a bathroom with advanced technology and equipment and elegant environment, only the use of Chinese characters or pinyin to mark "male and female" is also a manifestation of narrow regional psychology. For public facilities, we usually use the brain to evaluate its technology, and we will use our heart to understand the distance between technology and ourselves and the convenience it can bring to ourselves. When we design the grand project of building across the century, we should consider the "convenience of the people" while using modern high technology. I hope that more projects can be designed like the new passenger station of the Capital Airport, with the concept of "friendly and pleasant", with the concept of advanced, safe and convenient customers. There are fewer "identifying" buildings that only consider appearances or "gifts projects" that ignore quality.
While we are trying our best to develop high-tech products with our brains, we will use our "mind". "Products represent my heart"!
Self-confident, rare Buddha
How do you treat employees and how employees treat customers. Winning the hearts of employees is as important as winning the hearts of customers, and it is also a common problem for companies. Before discussing the issue of employees treating a company, first consider how the company treats employees. There is a story about it: Su Dongpo is eloquent but not the one that often debates with him. One day, Su asked: What do you think of me? A: Like Buddha. Q: What do you think of me? Su A: Like a calf. Su steals and tells Su Xiaomei. Xiaomei said: There are Buddhas in the heart, and everything is Buddha. What is in your heart?
Back to the question of how the company treats employees, it can be classified according to the employees in the "heart" of the enterprise: one is to regard employees as "hands" and "workers". This kind of "workshop" type of enterprise treats employees by means of "management, card, pressure", and sometimes even disregards national laws. There is a phenomenon of corporal punishment and insulting of employees. It belongs to the corporate culture of "original decline".
The second is to use employees as "brains" and "high IQ tools." One of the characteristics is that the company's systems and systems are perfect. The second feature is the "elite strategy" in recruitment, and the emphasis on skills training, hoping to "armed to the teeth" and become part of the larger machine. The various components of the system are replaceable, and the components are dependent on the system and lack adaptability. Belongs to "greenhouse culture."
The third is to regard employees as "people" - people with personal feelings. Pay attention to the requirements and cultivation of the "mind" while paying attention to skills in recruitment and training. One of the characteristics is the dependence on people. The second feature is the variety of system policies. Let's call it "Wokong Culture."
Extreme "exposure" and "rainstorms" in nature can lead to disasters. When we treat our employees, we can't be extreme, but the balance between the "eastern red" of rational system management and the "western rain" of emotional principle education. The relationship between business and employees is similar to that of husband and wife. All the wives hope that the husband will continue to develop and his career will be successful. However, he was worried that after he succeeded, he changed his mind and became "bad" and became "Chen Shimei." There is a foreign saying: "Women use their appearance to attract men and use their food to hold their husbands." If the company's reputation, salary bonus and training are the appearance of the company, then the corporate culture is a dish in the hands of the wife.
In dealing with the training of employees, enterprises sometimes pay attention to the training, cultivation and investment of "skills"--knowledge skills, just like some of our parents educate their children, while ignoring the education of "de"--characteristics. Therefore, the confusion is very similar: the boss said that "the more training, the faster the job change", complaining that employees have no sense of loyalty to the company; the parents said: "Now children do not know the heartache of parents; lack of compassion...". If we only worry that our employees and children can't adapt to the fierce competition in the market because of the lack of knowledge and skills, they must have the courage and psychological capacity to face the "new class" of high IQ and low emotional intelligence.
If the three main factors of business success are long-term strategy, organizational structure and corporate culture, then the issues of mind and emotion are clearly in the corporate culture. Social culture determines the psychological state of members of society; the psychology of family members reflects the background of family culture education; corporate culture is reflected in its attitude towards society, customers and employees, and its product services. Leadership is the product of emotion, not the product of intelligence.
It’s easy to use the brain and hard to use
With the development of the industrial revolution, the requirements for the main body of productivity - people are constantly changing: the first step is to have the highest demands on the "hands" of people, relying on the hands to create a large number of products, and to make profits, the so-called "people are more powerful." Secondly, it is the requirement of human "brain". Technological inventions and high-tech products are the magic weapon for enterprises to win. Science and technology are like the pivot point of lever power, which is "first productivity"; now it is in the high development of science and technology but there is no Before the qualitative breakthrough, enterprises compete on the same and similar technology platforms, and have higher requirements for people's "heart". If a new technology product or a "point" has been able to save or prosper a company for a while, Then how to win the "heart" of customers and employees under the market economy conditions is the key to success. "Technology" plus "mind" can make enterprises have long-term vitality. The human heart is unpredictable and irreplaceable, but it is also a battleground for the military.
More and more companies are aware of the importance of "heart". In the statement of promoting its corporate culture, more emphasis has been placed on human nature. In its product design and business philosophy, it is also more obvious: the camera becomes "stupid"; the mobile phone has the functions of "one-finger call" and "voice addressing", which gives the user unexpected convenience and surprise. The company has developed from a "brand" strategy to a "culture" strategy. The words "quality first" and "sales first" in advertising are being replaced by more cultural terms such as "Haier Made in China" and "Technology is People-oriented". . In 1998, Henkel Corporation defined the new corporate image as "Technology + Mind."
"Technology + Mind" sounds beautiful, and the balance between the two is even more crucial. With the rapid development of science and technology, enterprises are not afraid to neglect in scientific research and development, and put a lot of manpower and resources. The work of the soft indicator of "corporate culture" is often placed next to it, like "celebrity calligraphy and painting" in the house, just showing its "culture". Therefore, it is not difficult to find in daily life, often it is a phenomenon of heavy "brain" and light "heart": for example, the problem of urban garbage, the result of scientific and technological progress in recycling waste, but different "organic" and "inorganic" are marked on the trash can. The wording makes the garbage dispensers use the "heart" deficiency or the "eight shares" legacy. Another example is the issue of public identification. On the door of a bathroom with advanced technology and equipment and elegant environment, only the use of Chinese characters or pinyin to mark "male and female" is also a manifestation of narrow regional psychology. For public facilities, we usually use the brain to evaluate its technology, and we will use our heart to understand the distance between technology and ourselves and the convenience it can bring to ourselves. When we design the grand project of building across the century, we should consider the "convenience of the people" while using modern high technology. I hope that more projects can be designed like the new passenger station of the Capital Airport, with the concept of "friendly and pleasant", with the concept of advanced, safe and convenient customers. There are fewer "identifying" buildings that only consider appearances or "gifts projects" that ignore quality.
While we are trying our best to develop high-tech products with our brains, we will use our "mind". "Products represent my heart"!
Self-confident, rare Buddha
How do you treat employees and how employees treat customers. Winning the hearts of employees is as important as winning the hearts of customers, and it is also a common problem for companies. Before discussing the issue of employees treating a company, first consider how the company treats employees. There is a story about it: Su Dongpo is eloquent but not the one that often debates with him. One day, Su asked: What do you think of me? A: Like Buddha. Q: What do you think of me? Su A: Like a calf. Su steals and tells Su Xiaomei. Xiaomei said: There are Buddhas in the heart, and everything is Buddha. What is in your heart?
Back to the question of how the company treats employees, it can be classified according to the employees in the "heart" of the enterprise: one is to regard employees as "hands" and "workers". This kind of "workshop" type of enterprise treats employees by means of "management, card, pressure", and sometimes even disregards national laws. There is a phenomenon of corporal punishment and insulting of employees. It belongs to the corporate culture of "original decline".
The second is to use employees as "brains" and "high IQ tools." One of the characteristics is that the company's systems and systems are perfect. The second feature is the "elite strategy" in recruitment, and the emphasis on skills training, hoping to "armed to the teeth" and become part of the larger machine. The various components of the system are replaceable, and the components are dependent on the system and lack adaptability. Belongs to "greenhouse culture."
The third is to regard employees as "people" - people with personal feelings. Pay attention to the requirements and cultivation of the "mind" while paying attention to skills in recruitment and training. One of the characteristics is the dependence on people. The second feature is the variety of system policies. Let's call it "Wokong Culture."
Extreme "exposure" and "rainstorms" in nature can lead to disasters. When we treat our employees, we can't be extreme, but the balance between the "eastern red" of rational system management and the "western rain" of emotional principle education. The relationship between business and employees is similar to that of husband and wife. All the wives hope that the husband will continue to develop and his career will be successful. However, he was worried that after he succeeded, he changed his mind and became "bad" and became "Chen Shimei." There is a foreign saying: "Women use their appearance to attract men and use their food to hold their husbands." If the company's reputation, salary bonus and training are the appearance of the company, then the corporate culture is a dish in the hands of the wife.
【1】 【2】
In dealing with the training of employees, enterprises sometimes pay attention to the training, cultivation and investment of "skills"--knowledge skills, just like some of our parents educate their children, while ignoring the education of "de"--characteristics. Therefore, the confusion is very similar: the boss said that "the more training, the faster the job change", complaining that employees have no sense of loyalty to the company; the parents said: "Now children do not know the heartache of parents; lack of compassion...". If we only worry that our employees and children can't adapt to the fierce competition in the market because of the lack of knowledge and skills, they must have the courage and psychological capacity to face the "new class" of high IQ and low emotional intelligence.
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