Drucker , the father of modern management, said: "The so-called business management is ultimately personnel management."

If an enterprise does not have good personnel management, the enterprise will not last long after all. So how should you manage people in an entrepreneurial enterprise?

Next, I will share with you a few tips for personnel management, hoping to help you.

1. Should I poach people from a friend's company? =================================================

Friends in this question, in addition to friends, also include important partners.

When your company is recruiting talents, it is possible that your friend's company or your important partner's company has employees who want to jump to your company, or you want to hire someone from your friend or important partner. Excellent talent, at this time, should we take action?

For this question, we might as well replace it with a question of the same logic: if your husband/wife chooses to divorce you, can you accept him/her to associate with your friends?

From a reasonable point of view, such behavior is permissible, but the truth is that your relationship with your friend will break down.

So, should we poach people from a friend's company? This should be case by case.

In general, if the person you want to dig is not particularly good, you'd better not dig, because doing so is pointless and damages the friendship between you and your friends.

If the candidate voluntarily jumps from your friend's company to your company, then you should also handle the matter well. You can greet the friend in advance and let him keep the employee. If the friend can't keep the employee, you also hope that If an employee comes to your company, then you should also inform the applicant that you have important business dealings with the company to which the applicant belongs, and will communicate with the other company before hiring. It is also necessary to remind the applicant to communicate well with the original company to prevent unnecessary misunderstandings.

Second, in the case of lack of recruitment experience, how can we recruit outstanding talents?

When recruiting, companies must put the right people in the right positions. So, what should you do if you lack recruiting experience and want to recruit excellent talent?

1. You need to be clear about who you want to be

Before recruiting, you must clarify what you want to recruit this person; after recruiting, what kind of result do you want him to achieve; what is the reason you want him to enter the company, etc. In short, the recruiter needs to have a clear Goal-oriented.

2. Find the right recruiting process

For example: the ability to determine the job requirements, and the shortcomings of the other party you are willing to compromise - set up interview questions and answers - form an interview panel - investigate the candidate.

3. Make decisions alone

Based on job requirements and interview results, a decision on whether to hire or not will be made.

3. How to fire employees in the correct way? ============================================

Affected by factors such as capital, demand, business needs, etc., the company will inevitably fire employees. So, how to fire employees in the correct way?

1. Keep a clear mind

Enterprises need to go to the stage of layoffs, which no one wants to see, and managers themselves have to bear considerable pressure, but for the sake of the future, at this stage, they must do so.

2. Be decisive

After deciding to lay off employees, it must be done immediately without delay. Once the news of layoffs is spread, it will cause a lot of unnecessary trouble.

3. Explain the reasons for layoffs

When layoffs are needed, explain the real reasons for the layoffs to the employees. Don’t bring out the so-called high-sounding reasons. Seek truth from facts. If the company’s management is poor and funds are lacking, it will be better to say it directly. It’s okay to admit failure. It is also an expression of trust.

4. Managers personally dismiss employees

Managers must personally dismiss employees and not let a third party take over the matter. When dismissed, managers should explain to employees the development of the company's situation. The dismissal has nothing to do with personal performance. Make it clear to employees that layoffs are not negotiable. Managers also need to figure out the relevant subsidies for firing employees.

5. Make a speech to all the staff of the company

Before implementing layoffs, managers must address the entire company. Understand that this speech is also for those who stay, and those who stay will care about how you treat the departing employees. For those who are dismissed, we must grasp the principle of respect and certain standards, and do not need to apologize too much.

6. Let employees see you in the company

After you speak, you'd better not disappear immediately. You should let everyone see that you are dealing with company affairs. When dismissing employees before leaving, you can also help when you can help with moving things. Everyone will think that you are treating them well. It is recognized that the dismissal is only due to the obstruction of the company's development.