The process of management is the coordination of the work of the various departments, and the ultimate aim of management is the efficient achievement of the desired goal, either alone or in conjunction with others.
We can think of management as a discipline, or as an art. Management is also a situational art, and the management of people is more complex than the management of technology.
The operations of our companies are closely linked to their operational resources, such as human, material and financial resources, information, time, space and events. Without these elements of management, the business cannot operate profitably and the development and growth of the business is not possible.
In traditional business management, we focus on financial and material resources, and invest heavily in financial management and business management. Putting the management of material and financial resources first, and giving special attention to them at the same time, it is not difficult to understand that the side of material and financial resources which reflects the nature of the results is the most critical role of the people.
In the current competitive market, competition between people is the essence of competition between businesses. The center of the enterprise is the people, therefore managing the people of the enterprise is extremely essential.
The business managers of the present time face the challenge of
The possibility of doing business with different types of people and different personalities on a regular basis.
To perform the difficult work, which is sometimes hidden and unobtrusive.
The need to stabilize staff when faced with complex choices or confusion.
Inadequate resources are needed to carry out the work.
Effectively match the skills, knowledge and experience of team members. Managers need to understand the personality traits of each employee and should not attach any bias to the assignment of staff.
Managers should not try to alter the personalities of their subordinates, as this can in general have a negative effect on productivity rather than helping to improve it. The most essential thing is that managers respect and recognize the individuality of their employees, which is fundamental to the development of innovative people.
Current problems with corporate personnel.
First,The comprehensive quality of the staff is not strong.
Numerous enterprises have effectively improved the overall quality of their staff after self-improvement and development. It must be admitted, however, that there is still a lack of quality staff.
To ensure the excellent development of enterprises, we need a more comprehensive quality of talent, especially for those focused on science and technology. Qualified managers need not only management expertise, but also knowledge of different areas.
The dynamics of selection and replacement are constantly at play, but often the right person is not found. Job seekers easily fall into the "arts students suitable for management positions" this misunderstanding, a lot of science students have the psychology of fear.
Second, some employees are not in place and think there is a gap.
Some staff lack long-term awareness, lack of job competition awareness, the implementation of enterprise management requires staff to be able to understand and analyze the real intention of the instructions made by the higher leadership, but in the reality of the work due to numerous different concepts of understanding, age gap and other reasons will make the upper and lower levels of the gap in thinking.
For example, in a meeting, the leader has explained his meaning and ideas highly precisely, and the subordinate participants also took detailed minutes of the meeting, and at the end of the meeting the subordinate staff also expressed their understanding of the leader's meaning, but in the actual work can not meet the requirements of the leader.
In this case, the leader will have to communicate with the subordinate again, and the subordinate staff will be better able to carry out their tasks after having expressed their views sufficiently. Repeated explanations can waste a lot of valuable time, material and financial resources.
Corresponding solution measures
1.Please strengthen staff training and fully develop human resources.
As economic globalization gradually deepens and competition among enterprises intensifies, more companies are paying extra attention to the training of their in-house staff.
"Ten years of trees, a hundred years of trees", staff training work is actually long-term and tough work.
Its long-term nature manifests itself mainly in two ways.
One. Is there a long-term plan for corporate macro-training?
Two. It is the business training of each employee that should be long-term.
Skills training for employees can help them do their jobs better and can be done in a variety of ways.
It can use school-business cooperation mode, job rotation training mode, Internet training mode, topic training, and systematic training of professional and technical personnel.
Employees must not only have excellent self-esteem, but, most importantly, be able to understand the tasks their superiors have scheduled and how to accomplish them. If they do not understand the intent of the company's decisions, they may not achieve the desired results and outcomes if they carry out their tasks in their own way. Therefore, the training of staff is of paramount importance.
Second, a wide range of recruiting methods to recruit the right talent.
In order for a business to recruit talent before analyzing the job openings, one needs to have the ability to analyze what talent is available for the job.
Recruitment methods include media advertising recruitment, talent fair recruitment, campus recruitment, agency recruitment, and applicant recruitment. Simply put, the development of a company is the utilization of talent.
Businesses continue to develop the high-quality talent pool they need, while also focusing on diversity.
Companies need to emphasize professional skills as well as other necessary skills when recruiting talent, use job descriptions to adapt job information, and thus select more suitable candidates to ensure that the interests of the organization are realized.
At the same time, the interests of employees are mainly protected by different HRM systems.
It is to be expected that as the market economy improves more and more, the competition of enterprises will become more intense, and the competition of enterprises today depends on the competition of talent, especially of high-quality talent.