As for the problem of the fourth term, it is even more obvious, although she has implemented many measures as soon as she comes to power, Lin Hao took a closer look and found that there is a jade slip that is densely marked with many management strategies. Pen % fun % Pavilion www.biquge.info

However, it is clear that this appointment is very thoughtful, and the management strategy seems to be good, but her ending is similar, and in the end she still feels powerless and leaves.

The main thing is that she even announced that the yield of fairy flowers does not need to be reported in the future, and this is not the end, she has also set up a lot of messy occupations, and it is extremely important to grasp the results of the final handover. It also very decisively increased the amount of fairy flowers in the final transaction.

The end result is that some growers are completely decadent because there is no need to report their yields. However, there are also some people who take advantage of many loopholes, such as only the number of fairy flowers in the final transaction is enough, which also leads many flower farmers to take all the extra money and sell it privately to earn tips. As a result, the flowers that were left behind by the fairy flowers were also sold by this group of flower farmers.

The fourth was finally dismissed directly by the Four Seasons Immortals, just because when she was in charge, although the materials she needed to pay every year during her management period were overfulfilled. However, it is said that there are flower farmers who have taken out hundreds of high-quality fairy flowers to sell without permission, and almost made such fairy flowers extinct in Baiyuan. At this point, the Four Seasons Fairy has strictly rectified the atmosphere of the Hundred Gardens, and only then has the fourth administrator brought out the atmosphere to be straightened out.

It is obvious that the fourth management has made some mistakes in modern management, such as the first mistake: (middle and high-level) management positions do not participate in the evaluation.

It is not easy for senior managers to be assessed, and in the enterprise, because the senior management has more resources, his/her performance has a greater impact on the overall performance of the enterprise, so the enterprise should focus on the assessment of senior management positions. The evaluation of middle and senior managers is the top priority.

Myth 2: Confusing the role of the human resources department in the assessment.

As a functional department, the responsibility of the human resources department is mainly to formulate and improve the performance appraisal plan, and its strategic position is also in this position. It is a service department, as far as the assessment is concerned, its responsibility is to organize, implement the assessment, explain the assessment system, etc., the specific assessment should be the work of each department, after all, the work of the staff, the leaders at all levels of the department know best. The human resources department can send the assessment arrangements to the assessment department in advance to clarify the indicators of the department's assessment. The assessment is based on the principle of first-level assessment, the first assessor of general employees is the department leader, and the second (final) assessor is the leader in charge of the company, and two poles of assessment are set up to ensure the reliability of the assessment.

Myth 3: The more complete and detailed the evaluation index system, the better.

The formulation of the performance appraisal index system of the enterprise should abide by the principle of two-tenths and eight-tenths: grasp the 20% indicators that reflect the 80% goal of the enterprise. Otherwise, there is a risk that you will lose a lot of money.

Myth 4: The higher the quantitative scale of the evaluation index, the better, at least higher than lower.

Some managers mistakenly believe that it would be better to set the target higher, and business owners are often receptive to this view and supportive. In fact, the harm brought by this practice to enterprise management is obvious. The dangers of setting indicators that are obviously not completed are: first, employees do not know what are the indicators that should be completed, and there is no goal to work towards. Second, there is no standard for evaluation, and there is no essential difference between the evaluation and the absence of assessment indicators. Third, imply to employees that the company can not care about the requirements of employees.

Myth 5: The evaluation results have no impact on salary adjustment, bonus payment, job adjustment, training and development, etc.

Some managers ignore that human resource management is a systems project. The evaluation results came out, but they were not used as the basis for salary adjustment, bonus payment, job adjustment, training and development, etc. In this kind of evaluation, the enterprise spends a lot of resources in vain, and the result is a great negative impact.

In fact, there is not much problem with her thinking, as long as these misunderstandings are corrected one by one, then this management clause can naturally be actually applied.

Thinking of Lin Hao, he also started to modify this management system, but Qing'er on the side was curious and watched, she pouted and looked at Lin Hao very curiously.

At this time, Lin Hao seemed to be unable to take care of the things around him at all, and concentrated on revising these management treaties. Although I haven't studied management in detail, I have studied it anyway, and my uncle in my previous life was a small company, and I worked there during the summer vacation, so I learned some of it when I was exposed to it.

It took about two hours of revision, modification, and correction before Lin Hao loosened his muscles and put down this jade slip. He took out a piece of rice paper from a compartment under the table, and even the Heavenly Court did not record all things in jade slips. Because this jade slip is also defective, the biggest flaw is that this thing can only be read by one person, and cannot be read by several people at the same time.

Although it can be rubbed into the rest of the blank jade slips, after all, the jade slips are not free of money. A blank jade slip is also half a fairy stone, for ordinary immortals, where can they be willing to buy a blank jade slip?

Placing the jade slip on the blank rice paper, Lin Hao injected the immortal power into the jade slip, and this time the immortal power was injected a lot. Gradually, the fairy power soaked out, but the rice paper below gradually showed lines of fonts. It is the governing treaty within the jade slip, the paragraphs are clear, and the font printed on the rice paper is extremely clear.

Seeing this, Lin Hao nodded with satisfaction, this thing is also convenient, and the font printed on the rice paper by the jade slip does not fade. Seeing this, he nodded with satisfaction, and a smile appeared at the corner of his mouth, but when he came back to his senses, Lin Hao found that Qing'er was still beside him.

"Miss Qing'er, since you have brought me here, then you can leave with confidence, can there be anything that cannot be done?" Seeing that Miss Qing'er was still watching her do things beside her, Lin Hao said with some embarrassment.

"Qing'er can't easily walk away without the order of the chief manager, this is a special order from the Spring Peach Palace Lord. ”

Miss Qing'er smiled with a smile, but her pretty eyes were carefully examining what Lin Hao had printed. I looked at it for a moment, but my pretty eyebrows slowly wrinkled.

"Hey, Lord Steward, are you a master of Sister Murong's management strategy?" Qing'er looked at it more and more wrongly, because what was written on rice paper seemed to be somewhat familiar.

How can this chief manager be like this, and even directly adopt the management strategy of his predecessor, isn't it that he has to follow the old path of his predecessors?