Interpretation Of Three Core Issues Of Employee Management

　　 I. emotional quotient audit in recruitment process

　　 Staff management The most important thing is to have a good entry. HR often recruits "hard conditions" to be very strict. There are strict rules for academic certificates and all kinds of certificates. But in the interview, they often feel unable to start, what to interview and how to interview. Finally, we can only select the best talents from the educational background and academic achievements. In fact, when selecting talents, academic achievement can only be one of the conditions for reference. Another important aspect of the survey is the EQ of employees, the potential quality. The following key points should be taken into consideration in inspecting the potential quality of employees.

Clear job requirements: specifically, clear Job requirements It is to determine which qualities are necessary for doing the job well. Keen insight? Excellent interpersonal communication and coordination ability? Or the ability to pay attention to and improve detail? Further, we need to consider the question of "degree": to what extent can these qualities be qualified for this position? The higher, the better or the middle? The answers to these questions can be obtained from the company's job requirements, job descriptions, competency models and other channels, and can also be obtained from the superior supervisor of a good employee or a full understanding of the position.

　 Two. Effective guidance for in-service staff

Famous middle management According to expert teacher Li Huifang, there are three main purposes of EQ Management or psychological management for employees: first, let employees learn effective ways to deal with psychological problems; two, eliminate organizational factors that cause psychological problems; three, solve psychological problems through organizational intervention.

Mr. Li said that the communication between staff should be strengthened: supervisors at all levels should actively communicate with subordinates, listen to their own ability, needs and values, understand their subordinates' difficulties in life and give them as much comfort and assistance as possible, promote parallel communication between employees and employees, strengthen communication through team learning and dialogue, help employees learn to improve interpersonal relationships, understand and evaluate others in a comprehensive, objective and fair manner, enhance understanding and cooperation among employees, reduce conflicts and conflicts, prevent self governance and wrangle, and establish communication systems and channels between employees and managers, employees and human resources department, in particular, make full use of online communication.

Expand the autonomy of employees in the process of work: including the degree of autonomy in working hours, the degree of autonomy in work and the degree of autonomy in the workplace, reduce the degree of boredom and increase the creativity of work. For example, changing the mechanical conveyor belt production, let employees no longer fixed in one place for simple and repetitive labor, but in the same location to complete a complete product, so that employees are no longer a screw on a large machine, so that employees can choose the order and process of operation, and feedback the experience and experience of operation to R & D and management departments.

　　 Three, emergency staff psychological counseling

In fact, when employees encounter unexpected incidents, such as layoffs, colleagues' conflicts, or their families, relatives and colleagues, they are traumatized. This is very easy to cause psychological problems - psychological trauma after oppression. In order to deal with the psychological impact of emergencies on employees, enterprises should set up contingency plans. When it comes to finding emergency psychological problems for employees, the human resources department should immediately give psychological help to them. When major events lead to large group psychological problems, we should quickly initiate contingency plans, introduce external professionals to conduct psychological crisis intervention, and help the mentally unbalanced employees to release their emotions, release and readjust them through conversation, guidance, communication, guidance and comfort, and special psychotherapy techniques, so as to relieve anxiety, pain, loneliness and stigma, and restore their normal mental state as soon as possible.