So a career fable dog story, some people may read, but that's okay, really interesting. More importantly, its inherent implications and management philosophy includes wide range of books to me with a deep sigh hates few when goes. I I hope more people can see that this parable, can be enlightening. is only from the perspective of human resource management simple and obvious to talk about my views, please correct me.
story begins like this:
a dog will rabbit out of the nest, has been after him, chasing a long time still not caught. shepherd saw this scene, the two of you laugh at dogs that run between the smaller but 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 ah!
target words heard by hunters, hunters would like: dogs are right ah, I To get more game, need to find a positive solution. As a result, hunters and bought a few dogs, who can be caught in hunting rabbits, you can get a few bones, can not catch no food to eat. This Sure enough, a move useful for dogs who have to work hard chasing rabbits, because no one wants to see other people have bones to eat, not eating their own.
so, after a period of time, the problem arose. big rabbit is very difficult to catch that rabbit good catch, but caught a large reward and the rabbit got caught by the small bones of the rabbit is similar to dogs are good at observation, discovered the trick, specifically to catch the little rabbit. slowly, we have found this tips. dog hunter 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?
hunters after power thought, decided not to share with whether the number of bones linked rabbit caught, but over time with each of the statistical time the total weight of dogs caught 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, hunting rabbits decline in the number of more interest. So they ask the dog hunters. hounds say the best time we dedicated to you, the owner, but we will grow old over time, as when we catch a rabbit, you will also give We do eat the bones?
long bones
hunters made the decision to reward on merit. Analysis and summary of all the dogs caught the rabbit number and weight, provides that if caught the rabbit, after more than a certain number even catch 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. Over time, some dogs finally reached the required number of hunters. This time, including a hunting dog, said: We work so hard, only got a few bones, and we catch the game far more than the few bones. Why can not we give their hunting rabbits? a result, some dogs left the hunters, their went to catch rabbits.
a combination of bone and flesh of dogs are aware of the loss of
hunters, 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 and asked him stronger in the end, where wild dogs than dogs? wild dogs, said: dogs eat bones, spits out the flesh ah! Then he said: not all dogs are a Dun Dun meat, no bones, most of the last lick! Otherwise, you will not have to be tempted. so hunters have been reformed so that each addition to the basic bones of dogs, the availability of its total rabbit hunting n%, and with the the service longer, larger contribution, the ratio can be increased and the right to share the total rabbit meat hunters, m%. In this way, dogs have to work together with the hunters, the dogs are forced to suffer a great deal, have strongly demanded re- go dog team. the story continues.
only permanent interests, no permanent friends
day one day at a past winter, rabbits fewer hunters harvest even a single day than one day. and those who length of service dogs are too old to old caught the rabbit, but still enjoying the carefree self-righteous that they deserve a large portion of food. Then one day the hunter can no longer bear them out the door, because the hunters more need to able-bodied dog.
Birth of MicroBone Co.
who was swept out of the old dogs had a lot of money in compensation, so they set up MicroBone company. They used dogs recruited franchising, beagle dogs were taught to the skills that they obtained from hunting to extract part of the rabbit as a management fee. When almost all the compensation for advertising, they finally have enough dogs to join us. the company began to win profits. year later, they bought a hunter belongings hh
Development of MicroBone Co.
MicroBone company promised to join the wild dogs can get n% stake in the company. This is too tempting. The self that is underappreciated The dogs were all surprised to find Concert: finally did the company's owner, and no longer dictated to by hunters endure unpleasant, no longer enough to catch rabbits and working so hard, they do not helplessly begging hunters give two bones and play with too delicate and charming. All of these dogs, 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 population also began to stir, and even many think he is wise real stupid hunters also like to join. many of the same type as the springing up of companies was established, BoneEase, Bone.com, ChinaBonehh a time, the forest hilarious.
F4 birth
With the sale of the company's money hunters took to the road through the old dogs, the last lot of hard negotiating with the MicroBone time, the old hound hunters agreed surprisingly well, sold the company to MicroBone hunters. old dogs are no longer run the company and instead began to write the rotation, higher.
story is not very exciting?
Next, I just related to human resources management from the perspective of talk about my understanding, hope to initiate.
one based on human resource management: the need is to produce
motive of human resource managers should keep abreast of employee needs, and targeted response measures. 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 science courses, the reason this course is to research organizations through the human psychology and behavior and its laws, to improve management of forecasting, lead and control the ability of human behavior to achieve the stated objectives of the scientific organization. which mm a very well known theory of Maslow hierarchy of needs theory, which describes the general hierarchy of needs, and that human behavior is always driven to decide. Similarly, as a human resources manager, human resources staff, whether straight or management staff, to our hunter should learn to keep abreast of the reasonable needs of employees, the starting point for formulating policy. 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 not compliance.
Sanjia a training seminar was how to retain employees, it was suggested that high employee turnover rate of how to do the problems, and consulted colleagues who had done a bit emotional exposition of several major modules starting from the personnel to do some work, earnest instructions, the words too well; moved the rest, the heart next to, so it goes very well, If we can do that, the whole level of management should be concerned are able to achieve a higher level. as to retain employees is indeed a very systematic work related to human resources management and management practices in all aspects. In the long run, the real Department of Human Resources Management to do, so the higher standards that can be solved to maintain the stability of staff issues, but requires time, energy and exploration. short-term effective method, I think the reason for leaving should be investigated 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 when the employee failed to meet a demand for long-term or through the efforts have not reached, only that the employees have left from Italy. together the findings of the month or months, I believe the real reason will be resolved, which is the main contradiction first to concentrate on resolving major conflicts, raise employee confidence in the management of human resources, thereby making a series of work, I think the success rate of human resource management will be higher.
the same time, this story should be read that, in different stages, the demand for dogs is not the same, just as, like Maslow's hierarchy of needs theory. from the initial hope that the bones when eating bones want to eat the old and infirm, and then hope that rabbit meat is eat, and finally build their own companies, and slowly began to resolve by the physiological needs to self-realization was the hope, 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 conduct employee satisfaction surveys, this is a heavy task of the project, is relatively necessary work. Only in this way, a more accurate understanding of Most of the needs of employees, review past work inadequate policies to see whether the so-called 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 incentive
development of the whole story can be said that institutional change is also a small microcosm of the initial allocation is based on quantity, short on quality, that is, the size of the rabbit is also divided, and work with different difficulty . entirely in accordance with the number of distribution, like eating a big pot, Ganhaoganhuai a kind, serious impact on the enthusiasm of the staff, resulting in fewer and fewer big rabbit; then reform, while rabbits in accordance with the quantity and quality assessment, determine the next phase of the distribution of content. for distribution only to consider the short-term benefits, ignoring long-term interests of the rabbit, causing 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 employee benefits conflict. in the end how to short-term benefits and long-term interests of the combination, without prejudice to the interests of employers under the premise of the artisans and remain with the company long hard service? But behind the story tells us, of which there is a method that is before naughty while comparatively fiercely ESOP allocation method, a major initiative called the distribution system, do no harm to the employer's immediate interests, but also stimulate the enthusiasm of the staff, but also play a long-term effectiveness of employees, one three , why not?
purpose of the assessment there are many, many cases will be linked to evaluation and compensation, that compensation be adjusted according to test results, making the test results of the effectiveness of larger, more play. Because the results of the assessment and immediate link is so, so, assessment criteria, assessment of fair and just waiting to be surfaced to discuss human resource workers and practice. In short, the assessment is placed in front of every human resource management practitioners of a rather technical 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, such as incentive pay is not just the visible things, on the one hand discussed above should be combined with the needs of employees, on the other hand you want to combine physical and spiritual, we can really achieve the purpose of motivation.
Third, human resources management should also do design work
career as prophecy mentioned in the old dogs though ended up being swept out in the end, the story of the development is not to lament the old dogs to hunt rabbits dedication to the old hunter the experience of a lifetime, actually end up struggling; did not condemn the old hunter without any human morality, so the old dogs actually dare to out the door. because it is a reality being accepted by all criteria, the management by the management of human small workshops have been slowly toward institutionalization 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, because the old dogs last may have been subject brilliant business model for entrepreneurs, but also workplace managers a relatively good way.
back to our discussion of Maslow's hierarchy of needs theory, a long time ago, when employees of a lower level needs are met will necessarily will need to pursue a higher level, and the current structure from the employees point of view, has slowly become more diverse, SOHU family, Gone with the Wind family, work is no longer necessary means of livelihood, there is growing emphasis on enjoyment and spiritual self-realization, embodied in the work or other aspects of self and life satisfaction. So the new issue of human resource managers in the face, how to staff or to their career planning, what kind of vision do motivate employees or their ?
old beagle dogs during routine work, it must also quietly practicing their skills, what skills into the theory, there was a manager reading this fable, the sigh of the two: Change is eternal, emphasized the importance of awareness of innovation; the other one, Wu did not last long, long text, which are more philosophical one, because there are so an introduction to the story: always get less work, and get much more are not working and. think about the fact that if indeed this is.
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