9ij bribes Zatan Ge bud (from the The Enlightenment and its management philosophy contains contains wide range of books to me with a deep sigh hates few when goes. I hope more people can see that this parable, can be enlightening. is only from the Perspective of Human Resource Management plain about my views, please correct me.
story begins like this:
a rabbit out of the nest dogs, has been after him, chasing a long time still not caught. shepherd saw this scene, between the two of you laugh at dogs that small, but run much faster. hound replied: You do not know the two of us running is completely different! I just order a meal and run, he was running for their lives and Yeah!
target
words heard by hunters, hunters think: dogs are right ah, I want to get more prey, was to think of a positive solution. As a result, hunters and bought a few dogs, who can catch in hunting rabbits, you can get a few bones, can not catch no food to eat. This move really useful for dogs who have to work hard chasing rabbits, because no one wants to look at it for a bone eat, not eating their own.
so, after a period of time, the problem arose. big rabbit is very difficult to catch, good catch small rabbits, but the rewards are big rabbit caught and got caught a small rabbit bone almost, dogs are good at observation, discovered the trick, specially to catch the little rabbit. slowly, we have found this trick. hunter hounds, said: Recently, the rabbit you catch getting smaller and smaller, why? hounds say : not much difference anyway, why charge such force it to catch those big?
power
hunters after reflection, decided not to share with whether the number of bone hook caught the rabbit, but After a time using the statistical dogs caught a total weight of the rabbit. by weight to evaluate the dogs, the treatment decision for some time. So the number of dogs have caught the rabbit and the weight increased. hunters very happy. but after a period of time, hunters found that the number of dogs and rabbits were caught less, and the more experienced dogs, decrease the number of rabbits to catch more interest. So they ask the dog hunters. hounds that we are the best time dedicated to you, the owner, but we will grow old over time, when we catch a rabbit when you eat it will give us the bones?
long bones
power line of hunters do reward decisions. Analysis and summary of all the dogs caught the rabbit number and weight, provides that if a rabbit caught more than a certain number, even catching a rabbit, every meal can get a certain number of bones. dogs are very happy, we are all striving to achieve the required number of hunters. After some time, finally has some hound hunters reached the required number. At this time, including a hunting dog, said: We are so hard, only got a few bones, and we catch prey that is much more than a few bones. Why can not we give their hunting rabbits? a result, some dogs left the hunters, their hunting rabbits go.
a combination of bone and flesh hunter awareness
the dogs are losing, and those who lost their dogs like dogs and the dogs usually grab the rabbit. the situation getting worse, hunters forced to lure a stray dog, asked him in the end in that wild dogs stronger than dogs. dogs said: dogs eat bones, spits out the flesh ah! Then he said: not all dogs are Dun Dun has the meat, no bones, most of the last lick! Otherwise, you will not have to be tempted. So Hunter was reformed so that each addition to the basic bones of dogs, the availability of its total rabbit hunting n%, and with the service longer, larger contribution, the ratio can be increased and the right to share The total rabbit meat hunter m%. In this way, dogs have to work together with the hunters, the dogs are forced to suffer a great deal, return to dog teams have strong demand. the story continues.
only permanent interests, not forever Friends
the past one day at a time, winter, rabbits fewer hunters harvest even a single day than one day. and those who service a long time too old to old hunting dog who caught the rabbit, but still no worries enjoying what they consider to be too self-righteous big meals. Then one day the hunter can no longer bear them out the door, because hunters need more able-bodied dog.
Birth of MicroBone Co.
swept out the door old dogs have got a lot of money in compensation, so they set up MicroBone company. the way they used to recruit Franchise wild dogs, wild dogs are taught to rabbit hunting skills, they extracted rabbit hunting was part of a management fee. When almost all the compensation for advertising, they finally have enough dogs to join us. the company began to win profits. A year later, they acquired a hunter's belongings hh
Development of MicroBone Co.
MicroBone the company promised to join the wild dogs can get n% stake in the company. This is too tempting. These talents are the dogs themselves as they all believe they have found the Concert: finally did the company's owner, and do not have to endure dictated to by hunters are unhappy, do not have enough to catch rabbits and working so hard, they do not give the hunter begged helplessly with the bones of the play was both delicate and charming. All of these dogs, the This is more than good enough to eat two bones. So dogs are a family and I joined the MicroBone, studied under some of the young hunters hunting in the mouth also began to stir, many think he is wise or even practical stupid hunters also want to join. a lot of the same types of companies set up as springing up, BoneEase, Bone.com, ChinaBonehh a time, the forest hilarious.
F4
hunter with the birth of the money onto the sale of the company walked the streets of the old dogs, and finally negotiating with the MicroBone hardships, when the old hounds hunter surprisingly smooth agreed to sell the company to a hunter MicroBone. old dogs are no longer run the company and instead began to write the rotation, and wrote: stories onto the screen, called From the perspective of human resource management related to talk about my understanding of the hope of attracting valuable opinions.
one based on human resource management: the need for power is to generate behavior, human resource managers should keep abreast of employee needs, and targeted to response. Whenever professional conduct or management of human resources management system, learning or training professional should have contacted their counterparts in psychology or organizational behavior management course, the reason this course is to research organizations through the human psychology and behavior the performance of its laws and improve the management of forecasting, lead and control the ability of human behavior to achieve the stated objectives of the scientific organization. which has a very well-known theoretical mm Maslow hierarchy of needs theory, which describes the needs of the general population level, and explain human behavior is always driven to decide. Similarly, as a human resources manager, human resources staff, whether staff or line management, should be to our hunters learn to keep abreast of the reasonable needs of employees, as formulated policy point of departure. will be removed in the management of employees, the end result will only be behind closed doors, away from the policy with the actual situation, or do not meet.
Sanjia a training seminar was how to retain employees, employee turnover has been suggested how to do high rate of problems, consult with colleagues who had done a bit emotional exposition of several major modules starting from the personnel to do some work in earnest instructions, the words too well; moved the rest, the heart next to, so that general is very good, If we can do that, the whole level of management should be concerned are able to achieve a higher level. Because employee retention is indeed a very systematic work related to human resources management and management practices aspects. In the long run, the real Department of Human Resources Management to do, so the higher standards that can solve the problem of maintaining the stability of the staff, but requires time, energy and exploration. short-term effective method, I think Reasons for termination should be carried out or exit interviews to understand the real reason for employee turnover, employee turnover because there are all kinds of opportunity cost will be considered only if the employee failed to meet a demand for long-term or through the efforts have not achieved only when means that employees will have left off. together the findings of the month or months, I believe the real reason will be resolved, which is the principal contradiction, the first to concentrate on resolving major conflicts, raise employee confidence in the management of human resources to further a series of work, I think the success rate of human resource management will be higher.
the same time, from the story should also be seen in different stages, the demand for dogs is not the same, just as Maslow hierarchy of needs, like. from the original hope that the wishes of elderly frail bones when eating bones to eat, then eat rabbit meat is hope, and finally formed his own company, the solution slowly from the beginning to the subsequent physiological needs hope self-realization, if the human resources management ignored these demands, and ultimately can only lead to the loss of hunting dogs, so that more competitors, more.
course, the theory is applied the better the demand at the end or the beginning of the company will be employee satisfaction survey, which is a heavy task of the project, is relatively necessary work. Only in this way, a more accurate understanding of the needs of most employees to review the past work of the shortcomings, take a look at our so-called policy whether public opinion, and only let the real aspects of human resource management of human resources is accepted accepted, will have a more far-reaching effects.
Second, proper assessment, allocation and incentives.
the development of the whole story can also be said a small microcosm of institutional change, the initial allocation is based on the number, ignoring the quality of the rabbits have big or small, and work with different difficulty. entirely in accordance with the number of distribution, just like eating the same big pot, Ganhaoganhuai a kind, serious affected the enthusiasm of the staff, resulting in fewer and fewer big rabbit; then reform, according to the number of rabbits for some time and quality assessment to determine the distribution of the amount of the next stage. for distribution only to consider the short-term benefits, ignoring the rabbit long-term interests, caused dissatisfaction. However, given the long-term interests of the rabbit, linked directly with the game, but it affects the interests of hunters, so the interests of employers and employees into conflict of interest. in the end how the short-term benefits and long-term interests of the combination, without harm the interests of employers under the premise of the artisans hard to stay in long-term services? But behind the story tells us that there is a method which is comparatively long ago naughty fiercely ESOP allocation, a major initiative called the distribution system , do no harm to the employer's current interests, but also stimulate the enthusiasm of the staff, but also play a long-term efficacy of employees, one three, why not?
purpose of the assessment there are many, many cases appraisal and remuneration will be linked to the appropriate salary adjustment based on test results, making the test results of the effectiveness of larger, more play. as a result of such examination and immediate link, therefore, assessment criteria, assessment of the fair waiting for justice will emerge to discuss human resource workers and practice. In short, the assessment is placed in every human resources management in front of a rather technical workers and see the intellectual challenge of the beholder.
distribution should be combined with incentives , therefore we have raised the pay of experts and scholars should be designed to achieve internal and external equity, external competitiveness is likely to find a more appropriate staff. of course, pay and other incentives, and not just the visible things, on the one hand above mentioned The staff needs to be combined with the other hand, to combine the material and spiritual, we can really achieve the purpose of motivation.
Third, human resource management should also establish career design. as mentioned in the prophecy , the old dogs despite being swept out in the end come to be the story of the development is not to lament the old dogs to hunt rabbits and old hunters and dedicated his life experience, actually end up struggling; old hunter did not condemn without any human morality, so actually 'm the old dog out the door. because it is a reality being accepted by all standards, enterprise management from the small workshop of human management has been slow to institutionalize and humanity, the result of market orientation and survival of the fittest is the most reasonable rules. or the development of the story you finally attracted smiled, but also a meaningful smile, as the last glory of the old hound may have been subject to business model for entrepreneurs, but also workplace managers a relatively good way out.
back to our discussion of Maslow's hierarchy of needs theory, a long time ago, when the demand for lower level employees are bound to go after the higher level to meet the needs of the pursuit, and the current structure from the employees point of view, has been slowly toward diversity, SOHU family, Gone with the Wind family, work is no longer necessary means of livelihood, there is growing emphasis on the spiritual enjoyment and self-realization, embodied in the work or other aspects of self and life satisfaction. So new issues in human resource managers face, and how employees or their career planning, what kind of vision or motivate yourself then?
old beagle dogs during routine work, it must also silence practice their skills, what skills into the theory, there was a manager reading this fable, the sigh of the two: change is constant, emphasizing the importance of awareness of innovation; the other one, Wu did not last long, long time text This compared with a philosophy, because there are so an introduction to the story: always get less work, and get to work, are not much more. think about the fact that if indeed this is.
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