A big man's way of employment

REVIEW: A company's biggest asset is the employee. Gangster Empire of artistry.

Top1: Jack Ma (Founder, Alibaba Group): Presenting money to employees

Ma believes that the biggest asset of an enterprise is its employees. Alibaba also always regards "employees and customers" as two things that the company can not forget. So he put forward the idea of ​​"putting money on employees." He said: "We think it is better to spend money on employees than to put money in the bank. We firmly believe that employees will not grow and enterprises will not grow up."

Solve the source of staff motivation, whether it is pay, or training and promotion, the core purpose is to continuously stimulate the source of staff. The source of staff really come from: 1, the dream. 2, income. 3, growth. 4, chance. 5, agree. 6, culture. They will never be restrained by "people" and will not be rigidified by "people" or "people" will lag behind the strategy.

Team leader should be like a strolling goalkeeper, all the crises and problems can be striker and guard to get rid of, of course, there will be a major crisis, the other party to break the siege to the goal, which will test the goalkeeper crisis response ability. At the same time, as a leader you will never be promoted if you do not surpass you.

"Monkey monk is a good leader, very dedicated to their own goals; Sun Wukong Although very self-righteous, but very hardworking, strong ability; pigs although lazy, but has a positive and optimistic attitude; Sha Mon, never talk about the ideal, down to work Together, these four people formed the perfect team in China.

Top2: Liu Chuanzhi (Lenovo Holdings Chairman, Lenovo Group Founder / Honorary Chairman): Office is the operator

Liu Chuanzhi believes that the office is to do the Office: 1. placed hope that it can endure, test its loyalty; 2. horse racing, have the ability to come out yo. 3. Give pressure to happily toss and exercise their abilities; 4. Share interests, get on the same boat and bind destiny; 5. Set up a platform to give opportunities for big things and let them exert their talents.

Top3: Ren Zhengfei (president of Huawei Technologies Co., Ltd.): Focusing on people's selection of talents, we should dare to struggle, not to endure hardships,

Personnel focus on human selection section, is to dare to struggle, not afraid of hardship, not rich and poor. First, we must see the long-term nature of the cadres. We should not always grasp shortcomings and give them opportunities to correct them. Two cadres must strictly control their own desires, depending on their long-term interests. For a bottle of wine a pack of cigarettes, you replace, not worth it; but do not replace you, the back will follow suit, it is not appropriate. You can get rid of the problem now.

Top4: Zhang Ruimin (founder of Haier Group): Employing doubt, suspects also use

Zhang Ruimin said: What is a talented person? To do something, to eat a loss, negative responsibility!

Employers must employ suspicions, suspects have to use. "Employing doubt", mainly refers to the restraint and supervision mechanism, the use of people does not mean that does not require supervision, the doubt first, we can minimize the risks that may arise. Suspect to use, that is, in the case of their personality, ability uncertain, observe, select and use him, to avoid burying talent and waste of talent. Dare to use the suspect, will use the suspect, in order to ensure that inexhaustible business talent.

Top5: Robin Li (Chairman and Chief Executive Officer, Baidu): Never look at graduate institutions

Robin Li said Baidu does not value the employee's age, gender, education, college and background. Even some important positions on the people, Baidu does not know their graduate institutions. Robin Li Baidu lists the basic selection of qualified personnel to follow two criteria:

There is no ability and potential to work? Under normal circumstances, the new person may not be successfully completed the task. New people in Baidu can make mistakes, but after the "call", can not make the same mistake again. "Just one pass" shows the ability and potential of newcomers.

Identity does not agree with the company culture? Baidu is committed to maintaining entrepreneurial passion, willing to learn, innovative corporate culture. But some people seek stability, do not want to take risks, do not want to work in a fast-growing environment, want a stable job and life, then such people are not suitable for Baidu.

Every "Baidu" after entering Baidu are free to choose their own path of development. Baidu promotion basically divided into two roads, respectively, technical titles and management perspective. Technicians can step by step according to technical titles, up to the equivalent of vice president level.

If you prefer pure technology, you can develop from a technical point of view, more good at management, you can manage from the perspective of development. Robin Li cited an example: July 1, most of the students may still not graduated, but at Baidu, an intern has been promoted to product manager, managing the team of more than 60 employees. Because this college student during internship, has demonstrated good potential and ability.

Top6: Lei Jun (founder of millet phone): spend 80% of the time looking for someone; looking for the smartest man

Lei Jun set up a business team, spent the first half of the year at least 80% of the time to find someone, and finally established a 7-person millet millet team. After the establishment of the company, he spent more than half of the time each day to recruit talent, the company's top 100 employees have to personally meet and communicate. At the same time, in his opinion, the most intelligent talent, the cost is the lowest. "So, we hired a group of the smartest people."

At the same time, Lei Kubu never set any KPI appraisal mechanism, he believes that the best people have the motivation to create and work initiative. The people who really come to millet are all those who really work. He wanted to be one thing, so he was especially passionate.

Top7: Zhou Hongyi (Qihoo 360 Chairman): Five types of employees can not be used

Business is not easy to identify more difficult. Reflect on the past, there are five categories of employees can not be used, if not promptly deal with, it will affect the team's cohesion, harmful and unhelpful: open mouth, self-inflated, narrow-minded, eating out, pull gang.

Top8: Shi Yuzhu (founder of the giant network): to say that to do, to establish trust, not to do Zhou Grilled skin

The first is to do with the leader, and the establishment of trust, which is the most important prerequisite. In addition to the usual words and deeds, once you have interests, the boss benefits, you must let them share, can not pull too much, do not do Zhou Pa skin, or no one is willing to tell you.

Second, you usually have to dare to let go, do not have the right to cling to their own, and even have a check to sign their own reimbursement, our company is not only a dozen people, I have this habit, what to like to give When someone else does it and gives it to others to do better than himself, Liu Wei I studied it. There are many things that I did to Liu Wei and then I did it myself. I found out that she did better because she did her Pressure, she did not do well There is a person above shouting, I do not have this pressure.

Top9: Liu Qiang East (founder of Jingdong Mall): internal promotion, unwilling to delegate power

70% of executives will be internally promoted: In the past few years most of the major executives in Jingdong have been externally introduced, and now Liu Qiangdong is more willing to educate executives from Jingdong. He said that in the future 70% of executives in Jingdong will be promoted internally.

Personally managed, transfer control pearson. Liu Qiangdong said that Jingdong election Peisheng students is to choose those who "really can endure hardship for life." Jingdong Guan Pei-sheng candidates to do a family background investigation, parents are ordinary workers or farmers, in order to successfully pass. These tube students by Liu Qiang East management training, compared to other people will get more and faster opportunities for improvement. But of course this also creates an imbalance in the minds of other employees in the company.

The focus on "Jingdong people" is the only assessment target for the next decade: In the past, Liu Qiangdong was known for its strict management in the internet industry. Working six days a week, there were many strict and harsh management rules. However, at an internal staff meeting earlier this year, Liu Qiangdong categorically said that there is only one objective of his assessment in the next 10 years. That is to say, Jingdong people are concerned about the improvement of the "quality of life" and the "job satisfaction" of employees Enhance. At the same time, Jingdong requires senior management to spend more time on corporate culture and to ensure that the values ​​of the team are more integrated than at the level of the business where 90% of the effort was spent.

The form of delegating power, the essence of delegating power. All along, Liu Qiang East employment biggest problem is not willing to delegate power. But rational told Liu Qiangdong, we must delegate power. In these two years, he introduced many professional managers, set up CFO, CSO, CHO, CMO and COO, and each business line is entrusted to one CXO. However, insiders believe that more delegation of power will not be able to offset the dilution of the morning meeting system.

Top10: Yu Minhong (chairman of New Oriental Education Group Co., Ltd.): Small businesses do not use too strong people

Small businesses and big business are also different. Small business is best not to be too strong. In particular, it is easy to rely on a capable person. Otherwise, it is easy to spoil the unstable development of the enterprise. However, large enterprises can use powerful people because at the same time, People, each other between the constraints. The employment of enterprises is the way to play every talent to maintain the mentality of the balance of enterprises will be stable in order to make things bigger.