Talent Is The First And Essential Element Of An Enterprise.

In terms of management, no matter from which angle, people are the most important.

The gap between enterprises is fundamentally the gap between people.

There are no consistent rules about employing people, but good corporate leaders will follow the following common principles.

Some of these principles may be old-fashioned, but there is still a need to repeat them regularly.

With the increasing complexity of modern enterprise management and the increasing demand for all kinds of talents, the long-term sustainable development of enterprises can only be maintained only by employing talents.

The close relationship with talents should not be the standard of employing people.

It is natural for a parent to have both ability and integrity, but this is neither realistic nor necessary.

However, if the pro and non talented person is in high position, it will only affect the management of health, affect the morale of the team, make the talent despise you and alienate you.

There are always some people who worry about the importance of non - relatives.

I'm not sure. It's totally unnecessary.

One of the characteristics of modern management, which is different from traditional management, lies in whether it can lead a group of people who are originally unrelated and move towards a common goal.

Many years ago, Peter Dulac pointed out that modern enterprises should rely on common values to maintain them. Please note that he never said he had to rely on family ties to maintain them.

If the enterprise fails to reach this point, it will be too far away from modern management.

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Nowadays, most enterprises employ bachelor degree or master degree.

It should be said that this is a huge social progress in itself.

But it must be clear that paying attention to education is not about academic qualifications, but behind the knowledge and self-restraint. This is the original intention of emphasizing academic qualifications.

Now many enterprises seem to have forgotten this intention.

Education is only a tool for proving ability, and it is also one of many tools, and its contents are not comprehensive.

Education is neither a sufficient condition for ability nor a necessary condition for ability, but a relevant condition.

Leaders must integrate background analysis.

Experience judgement.

Interview, examination and other means to make a comprehensive and profound evaluation of talent's ability, quality, temperament, knowledge and so on.

Enterprises hire talents because they can do something, not what they can not do. They should pay more attention to what the employee can achieve, rather than what characteristics he has.

Good leaders always take "what he can do" as the starting point, pay attention to the advantages of talents instead of overcoming their shortcomings.

They always ask "what can he do" instead of "what he can't do".

People always have shortcomings.

If there is no difference between a person without faults and a person without merit, it is only a matter of different angles.

Anyone who wants to appoint a person without defects in his organization can only create a mediocre organization.