Eight Ways To Check Human Resource Management

In management, there are famous 8020 principles, also known as 28 laws. But the 28 laws are sometimes not flexible enough, more like dichotomy, and human resources practices can be slightly altered to make them the 271 principle and become a more mediocre and flexible three point method.

Empirically, the 271 principle can almost be applied to Human resource management In every aspect, for example,

　　 1. Job placement

20% of the positions are key positions, which are decisive for the outstanding performance of the enterprises. Employees of these positions must achieve 100 or even higher performance; 70% are public posts, ensure good, win 80 points, 90 points, and 100 highest; later 10% positions consider dynamic management, such as withdrawal or adjustment.

　　 Two. Employee group Employee retention

The 20% is the star, the 70% is the backbone, and the 10% is the problem. This classification seems to be attributed to Jack Welch, who created the 271 method of employee assessment classification. 20% of the star employees must create conditional reservation, 70% of the key employees can improve the system to retain, 10% of the problem employees are depending on the circumstances.

　　 Three, dynamic use of people

20%, the position of the staff can be recruited internally, 70% of the staff can be recruited outside the country, and 10% of those who introduce risk preference from outside, the high income and strict examination can be dismissed.

　　 Four, personal Performance task

20% belongs to the value point, must give the high attention and the surveillance, 70% belongs to the routine, the routine, the basic work, guarantees that completes is not serious; 10% considers whether has the necessity to duplicate to do.

　　 Five, remuneration

20% of the salary comes from the performance, 70% comes from the position, and 10% comes from the bonus points.

　　 Six, leadership training

20% comes from training and learning, 70% comes from management practices, especially first-line management practices, 10% comes from other factors.

　　 Seven, sales performance

20% of the sales staff from 70%, 70% came from 20% of the sales staff, 10% were very difficult to divide, such as cross selling, or incidental sales, or two development, or teamwork.

　　 Eight, core competencies

20% for company level, but 70% for importance, 70% for professional sequence or large department level, 10% for personal promotion.

Many examples can be cited. There are many situations in human resources management that are not easy to be directly divided into two parts. Using the three point method can simplify the complexity, grasp the key points and grasp the key.