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Human Resources Training: How to Apply Mao Zedong Management to Human Resources Recruitment

发布时间:2019-09-20 18:09:41 点击量: Source: Global Online School Release time: 2019-09-20 18:09:41 Clicks: share it:

In human resources recruitment, various methods and strategies are often used. Today, follow the editor of the Global Network School to find out.

Western traditional Ford-style management ideas are more suitable for successful star-type large enterprises or Fortune 500 companies, and for most small and medium-sized enterprises struggling to survive and develop, they use more Mao Zedong-type management. In today's China, many entrepreneurs are absorbing and learning from Mao Zedong's management ideas to solve practical problems in enterprises. Among them, the famous ones include the losers such as Mou, and the more successful ones such as Ren Zhengfei who are smooth sailing. Shi Yuzhu, and so on.

Mao Zedong-style management is also applicable to human resource management. In 1957, Mao Zedong put forward the educational idea of the comprehensive development of "ethics, intelligence, and sports", which later developed into "ethics, intelligence, and sports." It has a good guiding role in the specific recruitment of human resources management. . Selection is more important than training. Recruitment is the first step in human resource management. The author will conduct a comprehensive discussion of Mao Zedong-style recruitment based on the specific recruitment practice experience of interviewing thousands of people:

(1) Virtue: Everything is based on morality, and the filial piety is the first! "Very good, heavenly," and "good, humane". It can be seen that the core of virtue is good, and the core of good is filial piety. A person who has no filial piety to his selflessly dedicated parents cannot have loyalty and affection for friends, colleagues, and companies in a utilitarian company. In Wang's recruitment, all candidates who are unwilling to fill in their resume or show disrespect to their parents' upbringing are basically eliminated unconditionally.

(II) Intelligence: Many human resources schools propose competence-based or ability-based human resource management, which is nothing more than the scope of talent intelligence. Education is not as good as ability, ability is not as good as experience. Professional experience is an important criterion for judging the intelligence level of talents. Only in the West has the quantitative index of "producing experts in five years". Many companies also refuse to hire people who frequently change jobs. This is also the reason. In the job experience, there are many people who change three units a year, or six units in five years. Such people can be sure that they will not feel at ease in any company.

(Three) body: physical indicators mainly include two aspects: one is the fullness of the body. A person's physical fullness can be seen with a lot of useful information, such as whether the person is good at sports or often engaged in manual labor, and the degree of physical strength, especially the grass-roots operating employees and blue-collar occupations, this is the main basis of judgment; two It is the state of the skin color. Candidates who apply for business can know the status of their skin color and their outdoor activities. A person's skin color is very dark. Aside from genetic factors, we can basically conclude that the length of outdoor activities in his work experience is relatively long. , You can find out whether the work experience he described is truly true.

(IV) Beauty : At the interview, everyone filled in the resume beautifully, and those who behaved decently had a good first impression. "It takes three generations of effort to cultivate a nobleman." Although it is a bit arbitrary, there is still a bit of truth. Through resume writing, movements, and body language, we can see that there are many hidden humane cultivation information of a person.

In terms of these four aspects, from the appearance point of view, there may not be too much to admire. The recruitment technology and recruitment concept contained in it are not compared with the increasingly advanced human resource management stage. A lot of thick ink. However, compared to the reality of human resource management in China, especially the current state of human resources management in most private enterprises in China, the simple rules of Mao Zedong-style recruitment are still worthy of our deep learning and mining. In general, the recruitment of the four aspects of the moral, intellectual, and physical aspects of the candidate can be used to make a reasonable judgment of the hired person. In this way, the first is to save the company's recruitment costs and select the most suitable talents; the second is also It can be truly responsible for the applicants, so that they can be allocated to the most suitable jobs as early as possible.

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