Several Misunderstandings About Employing Personnel In Enterprises

1, people who only use "famous enterprises".

At present, a large number of enterprises only believe that those who come out of well-known enterprises are "good" people who employ only "famous enterprises" when they are employed.

Specific performance is: do not seriously assess and analyze the development stage of their enterprises, the current situation of enterprises, and then formulate recruitment strategies to determine the purpose of recruitment, that is, what kind of people should be recruited to match with the positions that enterprises are recruited; on the other hand, they will not seriously analyze and investigate what the "famous enterprises" come out of, what kind of enterprise development stage they have, what kind of enterprise status they have obtained, how much difference between such development stages, the current situation and our current enterprises match, whether the candidates have the key competencies / qualities matched with the positions they have recruited, and so on.

2, one-sided emphasis on experience.

At present, many enterprises in China have such a view that experience should be placed in an important position in the use of talents.

In fact, this approach is biased.

Experience is important, but experience itself has its inherent attributes. Because different enterprises have their own characteristics in their management mode, development strategy, market planning, production form and so on, the experience of this enterprise is not equal to the experience of the enterprise, and experience can not be duplicated. Any person entering a new enterprise will inevitably have a period of adaptation and exploration.

Experience is not equal to talent and theory.

Experienced people usually have a relatively fixed mode of thinking, and their working direction also has a fixed range, like the past.

To do it, it is difficult to make any new breakthroughs and changes.

3, pay too much attention to education and diploma.

It is almost an unwritten rule to look at qualifications and diplomas.

In fact, this is also a big mistake in employing people.

The employment of enterprises is mainly based on their abilities, but education and diplomas are not equal to talents.

A few years of university or postgraduate education is just an experience and experience of life.

Diploma and degree certificate is not a pass for ability. Besides, due to the fact that our education system is not perfect, there is a considerable distance between the graduates from colleges and universities and practice.

In particular, if a person with a higher education background has a superior mentality, he will regard himself as the beloved of the times, and do not want to do trivial matters. Great things can not be done. Without the determination and spirit of starting from the grass-roots level, it will seriously restrict its development.

4, one-sided emphasis on "oneself" or "outsiders".

One of the characteristics which is different from traditional management lies in whether we can lead a group of people who have no connection with others and move towards a common goal. Modern enterprises should rely on common values to maintain, rather than rely on family ties to maintain them. If enterprises fail to do so, they will be too far away from modern management.

In addition, the "old man" is also known as "insiders". Usually, the old problem of love is that they often do not listen to their superiors' dispatch, do not obey the company's rules and regulations, consider themselves the "relatives" of the boss, and no one can take him. What is most serious is that the enterprise only trusts the "self" person, and when he employs others, he attaches great importance to his own people and fully empowers him.

These bad behaviors will seriously hurt the enthusiasm of "outsiders".

5, love the "listener".

Almost all enterprises

It is believed that people who use obedient people are easy to command and do not violate their superiors' wishes.

In fact, this is also a misunderstanding.

Those who are obedient are often the ones who have a good performance. They are poor in reform and innovation, unable to get the situation out of hand, and difficult to do even small things. They lack flexibility in their work, and even if their superiors are mistaken, they will follow suit.

Jie Jie, who is not tame, is a little wild and difficult to tame. Sometimes he contradict his superiors, but he is upright in character, resolute in doing things, dare to speak and dare to do things, especially not obedient.

If the superior is wrong, he will point out in time. He will act according to the specific circumstances when he carries out his superior instructions.

In a word, if the "lucky ones" are all obedient people in the enterprise, as time passes, enterprises will form a situation of "Wu Dalang opens shop and tall men do not advance", and the working efficiency will decline. This is extremely unfavorable for the future development of enterprises.