What if the old employees can't keep up with the development of the company?

Many fast-growing companies face a problem: foreign airborne troops can't stay, and the growth rate of old employees is too slow to keep up with the company's development. What should we do?

Airborne soldiers can't stay, and old employees grow slowly. It's all about people.

Generally speaking, running a business has three dimensions, namely, people, money and service, but you should know that people are everything. All the troubles come from people. All kinds of people make you unhappy and you will be at a loss. Every time I am tortured, it is because of human problems. New technology enterprises that have grown up from the grassroots level are not resource monopoly enterprises. They go from zero to trillion market, and every step depends on the cohesion and growth of people, so people must be placed in the most important position.

The core ability of a manager is to have the ability to read minds. The essence of management is to get results through others.

With the improvement of employees' positions and qualifications, people's hearts will change constantly, but only human nature remains unchanged. A manager must understand human nature and human heart. What do you mean, human nature remains the same? The bad side of human nature is always greed. He will keep asking for more power and money, which will not change.

When you realize this truth, you will know how to deal with executives and subordinates. Because you have understood that human nature will not change, and people's hearts will change. Therefore, as a manager, we should treat a person with a developmental attitude. He is not the same today as he was three years ago.

In the process of enterprise organization development, people's problems seem to be the work of human resources, but in essence CEO is the first project of human resources. When the growth of old employees can't keep up with the enterprise, it is necessary to think about whether there is something wrong with the talent training system of the enterprise.

In fact, what many people don't know is that before 2007, Ali didn't have the human resources department of the group. So why did you start to be a group human resource in 2007? Actually, there are several historical background reasons.

Facing the huge fault within the organization, the first thing Ali thought at that time was what to catch and what to put. After some meetings and discussions, Ali finally decided to seize people's hearts first, which is why Lakeside College was established.

After the establishment of Lakeside College, Ali's internal talent training system gradually took shape. Because Lakeside College can boldly appoint and employ young people born in the 1980s and 1990s, there is a steady stream of talents when Ali selects internal talents.

Man is the root of all things, and man is the primary productive force. Today's outstanding enterprises such as Ali, Huawei and Xiaomi have begun to pay attention to the construction and development of organizations and the investment in human resources for a reason.

In most companies, HR's position is not too high, and it mainly plays the role of administrative support. This is related to HR's own ability factors, and it is also partly influenced by the founder pattern, management cognition and management ability.

What is HR in the eyes of the best entrepreneurs in China?

In the best enterprise, people are the core part of the company. In fact, a truly qualified HRVP or CHO should do at least three things.

In the company, the inheritance of culture is a very important thing. The core team of 10 people is particularly easy to unify their thoughts, but when there are 1000 people, the CEO will find that what you said is invalid. Because the manager said it would be completely different after delivery. Only 10 people, everyone looks at each other very pleasing to the eye. If there are more people, there will be deviations in delivery, and the information will be reduced layer by layer, which is completely different.

Old employees grow too slowly in the organization, and another very important reason is that personal dreams and organizational missions are broken. Individuals can't find a sense of belonging in the organization, and they don't know what the culture and values of the enterprise have to do with themselves. It is difficult to have self-motivation to grow.

After the group strategy is formulated, what a boss fears most is to formulate the group strategy. In fact, it means "there are policies at the top and countermeasures at the bottom" and it is impossible to fall behind. Strategic landing requires business operation indicators, and HR needs to allocate human resources.

HR needs to arrange three things in it.

In the HR field, the most expensive department is the boss in organizational development. On the one hand, he should solve the problems of whether employees are willing to work, whether they can work, and how to improve the ability of junior, intermediate and senior managers. More importantly, when the company has more than 0/00 employees, he is responsible for the company's business strategy meeting, financial budget meeting and talent inventory meeting.

In an enterprise, a good HRVP must be the right-hand man of the CEO. On the one hand, a perfect human resource system helps foreign airborne troops to integrate into the corporate culture to the maximum extent, and also enables old employees at different stages to find a sense of belonging in the enterprise.

& lt& lt& lt Zhang Lijun study notes.