Is Post-90S New Job Rookie Or Treasure?

< p > a common problem of personnel management has been found in contact with many enterprises. Enterprises are mostly in a mixed position when they use new job.

The vast majority of the supply of talent market is "new generation", and a large proportion of the new personnel structure of enterprises is occupied by the post-90s. In the face of these new forces that enter the society from the ivory tower from these colleges and universities, enterprises value their vigour and vitality. At the same time, they also worry about the impetuous temperament that young people who are too self and have never experienced hardships. In the dilemma of employment, how to worry about the managers of enterprises, cultivate talents of all kinds suitable for enterprises, and create a good start for the new people to enter the society. Let's analyze the two aspects of enterprise personnel training and individual career planning separately to find the best meeting point between the two sides. Current

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< p > in the process of selecting and appointing talents, enterprises must first consider their own strategic planning and business layout, correctly define the talents needed by enterprises, and objectively grasp their own talent gap, so as to find talents or potential talents suitable for enterprises in the vast sea of human beings.

According to the subdivision of talent categories, personnel training and talent selection in enterprise management, technology, R & D, sales and functional categories should be established. Enterprises should establish a perfect, clear and objective criteria for selecting talents, and form a matching talent management mechanism.

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< p > < < a href= > http:// > www.sjfzxm.com/news/index_c.asp > < personnel training > /a > short term, medium and long term objectives, so that management work is planned; solve the problem of selecting and appointing scarce talents, formulate flexible and reasonable employment process, standardize and institutionalize all aspects of personnel management.

In addition, enterprises need to combine personnel management work matters to form key personnel external recruitment process and system, post competition process and system, performance appraisal process and system, training procurement process and system, training assessment process and system and other supporting management measures.

Talent management is an important part of enterprise human resources management. By improving and improving the enterprise's own salary and welfare system, creating a people-oriented management atmosphere, and developing a fair and equitable communication platform, enterprises can have the ability to attract talents and encourage talents within the enterprise.

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Less than P, 90 employees, most of them have just entered the workplace without working experience. Although their internship experience at school can give them a preliminary feeling of their career, there is still a big gap between the actual work that requires more time and greater energy. After entering the workplace, they will still encounter some confusion and puzzlement, especially with great uncertainty about what they can do and what they will do.

In such a state, people often want to try to choose their own positions. For this kind of employees who have certain quality but lack of experience and self-confidence, enterprises and managers should give proper guidance and performance opportunities.

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< p > < a < href= > http:// > www.sjfzxm.com/news/index_c.asp > > 90 > /a > personnel in pursuit of equality in life and occupation. There is no concept about the level and qualification of the workplace. Enterprises and managers need to adjust their internal communication habits and management style in view of this characteristic, because facing the future development enterprises will eventually turn their careers into the hands of the new generation team.

The post-90s are more concerned about the independence of their own space, more clearly demarcate the boundaries between work and life. They are very concerned about other people's views on personal interests, and are different from their responsibilities. In view of this feature, enterprises need to pay more attention to humanization in management, and also need to absorb more modern management experience to enrich the management mode.

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< p > from entering the institutions of higher learning, we need to plan for our studies and life. To determine our achievement goal is the first step towards success. First, we need to be honest with ourselves because personal pursuit is not related to the praise and popularity of others.

Objective and rational analysis of the road to success, what obstacles will there be, what additional gains will be gained, learning to choose at different fork roads, and develop a positive and positive attitude towards life and work. Even with individuality, we must consider the environment in which we are concerned, take into consideration the feelings of others, and view the opportunities that society gives us.

In the process of pursuing success, it is also necessary to set a stage goal. The success of self definition may turn into a mirage because of a short period of time. Therefore, losing enthusiasm for work means giving up the pursuit of dreams.

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< p > > a href= "http:// www.sjfzxm.com/news/index_c.asp" > enterprise management < /a > in the management of post-90s personnel, we must first understand the employee's career goals, set up the correct career outlook, and find a balance between the needs of enterprises and the employees' self appeals, and organize two individuals to be able to arouse the enthusiasm of the employees after 90, and let the enterprises get the backbone of promoting development.

Enterprises with similar personnel management problems can not only see the ideological and behavioral impact brought by the new generation of post-90s workers, but should pay more attention to the tumbling nutrients in these fresh blood. If enterprises can properly use them, they will become invaluable assets.

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