Microsoft Chairman Bill Gates once said: "If someone from our company pulled out of the 20 most important employees, our company will become worthless." Large technology companies in the implementation of a new product development projects, the development of new products with the needs of various departments and various Inflatable Obstacles departments also deployed experienced, competent technical staff to participate in this over development projects. However, the progress of the project to 50%, the marketing department with a staff of the important outstanding production skills and expertise switched to the other companies. Li Jun, head of the project, from research and development of young managers, as Reguo very anxious on the ants, re-selection for this role instead of worrying about talent, I do not know where to start. If you are a management company, or managing a large group of employees, you will have deep experience, a company based in the competition, and the hope of winning are often placed in a small number of staff was outstanding. These key employees for the company to create the greatest value, with the highest performance, expand the largest customer base, to develop new products and services, improve quality, to gain the reputation of the company. This compared with the meaning of the 80/20 rule: 80% of the company's work is completed 20 per cent of the staff, they are "the company's most valuable employees." "The company's most valuable employees," called MVP (Most Valuable Person), because as early as in 1910, the United States will have a baseball game in the "most valuable player" (MVP, Most Valuable Player) of this honorary title. For companies committed to the pursuit of excellence, the screening and selection of MVP is essential. In addition, based on the 80/20 rule, the scarcity of resources is the main reason for MVP selection and screening, and management of these resources, including energy, investment in human capital, as well as promotions, we must use our limited resources to create maximum value, so , MVP selection and screening to create maximum value for the company to strive for excellence on a company's philosophy. In addition, the MVP can become employees of the bar, and as Inflatable Obstacles every employee career development highest goal, and widen their career development in the company's channels, encouraging and inspiring the internal staff of the North Korea MVP direction. MVP selection and screening, including two ways: internal selection, also known as the internal culture; external selection, also known as external candidates. Internal training, such as through career planning, career development, such as access, from within the training and selection of MVP. Today, there are many successful cases of internal MVP selection, such as Matsushita Electric echelon personnel training system. However, the selection and screening MVP from the outside, the introduction of fresh blood to maintain long-term development is an important means of vitality. As the external environment of uncertainty, information asymmetries, an increase of external MVP selection and screening the objective difficulties, this paper will focus on how the screening and selection from the outside MVP. How your company screening MVP as saying that 100 readers in mind there are 100 Hamlet. Let each own mind MVP HR list, the answer may be similar but not identical. Some managers may say, the MVP with the company's values to maintain a high degree of unanimity staff, and some other managers that the company is in the MVP who love their jobs, and selfless dedication of the outstanding employees; manager also said that the MVP is to the interests of the company placed above personal interests of those employees, and so on. Divergent conflicting, but can be summed up MVP in the following points in common: g success with the work of professional skills and experience; g enthusiasm by the inherent incentives, the courage to shoulder the responsibilities; g committed to achieve corporate values and is willing to King and the efforts g committed to improve the company's efforts to win glory. In addition to screening MVP, in addition to find their Inflatable Obstacles common ground, we also need to distinguish between the following groups, we often use the concept: ◆ MVP ≠ highly educated staff in the value creation chain, often high-performance 20% of employees use it have the knowledge, capacity and skills to create 80% of the value of these employees often have some qualifications, for instance, has a well-known university doctorate or master's degrees and other qualifications. This has led to the majority of recruiters stole the concept for the qualification as a value-creating factors, the extent that recruitment conditions become a very important threshold of the implementation of across-the-board, could not pass this threshold cut off all the candidates, this phenomenon is very common. ◆ MVP ≠ old qualified staff within the company take care of the staff is, in some positions when vacancies occur, he always considered the company employees. For example, Panasonic, have a comprehensive internal recruitment and transfer, and rotational human resources system, if there are vacancies, the first in-house recruitment, before considering external candidates, thus far, more than 50 percent of jobs are internal recruitment success. But such internal recruitment practices, and sometimes creates a misconception that the company is the MVP qualifications of the old staff. This old qualifications for the staff of exclusion to create the conditions for new employees, the elderly, workplace bullying is new unwritten practice, or even a potential MVP went to the company has created an invisible threshold. ◆ MVP ≠ knowledge-based employees • Peter Drucker predicted that manner proposed, in the 21st century will be a knowledge-based staff is the main body of workers, the management of knowledge workers will be the main theme in management studies. However, the company did not fully MVP equivalent to a knowledge-based employees, only MVP in the knowledge-based part of the staff. MVP and the concept of a knowledge-based staff is different, MVP heartfelt love their work, without the need for managers to stimulate them deliberately. Their interest and hobbies are working long hours to maintain a relatively high quality of the key factors. To become MVP, we need to have superb business skills and expertise, as a knowledge-based employees with the quality, but also need to have a strong sense of responsibility to motivate them spontaneously create value for the company. ◆ MVP ≠ outstanding employees outstanding staff is a very broad concept. Inappropriate work, or not make excellent employees feeling of suffocation, frustration, loss of passion and dreams. Only outstanding employees at the appropriate friendly environment can bring out the potential of the company to become an MVP. MVP is their ability to understand and know what kind of work would own success. Exchanges between the company's president and CEO, Diana • Hesen found: "There are many people who work so well in part because of their special talents, partly because of the work of selected MVP know the rules of the game, and believe they will be a success. "◆ MVP ≠ perfect MVP of the staff of the high level of business, with their aggressive and innovative achievements in the spirit of the company undertaking. However, they are not perfect staff, they will make mistakes, to the company making trouble. MVP by their tremendous value to the company in the industry between freedom of choice of occupation. If they decide to leave, may give the company a great loss, and to competitors create great convenience. As the very beginning of this case, the Department of Johnny Lam Research MVP of the sudden departure apparently is not fully prepared for. How your company selected MVP? MVP selection and recruitment of a general difference is that the general aim is the selection of recruits for recruiting and hiring qualified personnel to the recruitment process to conclude, as people went to the company after the matter from the practice of other human resources functions to achieve activities , including training, and explore MVP based on the establishment of a system of recruitment is the key to the introduction of personnel recruitment activities does not mean that after the end of their assimilation is also very important aspect, which is different from a general sense of "selective hiring," the general recruitment only care about "introduction", weighing not "assimilation." MVP selection includes two key components: the introduction of the process and assimilation process. The introduction of the process is found from the outside world, screening, selection, hiring companies MVP with the requirements of the process of fresh forces, in the process, to attract them to join the company, and that they intend to create a company is willing to make the biggest contribution to profit. MVP assimilation process is to accept and agree
Inflatable Obstacles with the company's values and mission, companies can combine values and the work of the mission to establish its key indicators, and with the other members of the internal coherence, coordination and cooperation, establish credibility within the company, work to achieve a smooth The value of the process itself. The two companies Ebb Tide process is the process, that is the true MVP want gold! MVP selection and recruitment of general staff are not either-or, entirely different, but different focus. MVP selection and the key to success is the introduction and assimilation process optimization. ◆ introduction process optimization company should be successful introduction of MVP, and retain them? What measures should be taken to ensure that the new MVP to maintain long-term success? This must be the introduction of optimization process, the successful introduction of the MVP needs to be emphasized key points include: a brief description g positions, the major responsibilities of targets, as well as critical success factors; g capacity requirements of the job, work experience and an ideal choice should possess the following qualities; g staff to build and maintain major relationships. With the introduction of the process, there are some steps do not lead to the introduction of the process may be a failure, even after the assimilation process for creating obstacles: first, because of inappropriate posts, not suitable for the environment coupled with the managers led to the inappropriate the failure of the introduction of MVP. In order to avoid such failures, it should improve in two areas: first, although the MVP guarantee their place, allowing them to better ourselves, for example, should get to know them in the environment, what position to play the best standards, and under what circumstances can not play a normal level; Second, managers should consider their ability to work with the candidates, a thorough review of management personnel, companies and the interaction between the MVP adaptability. Secondly, the candidates skills and the ability to estimate unreasonable, or no candidate frankly their own shortcomings. Career officers may not fully understand the company on the candidates skills, professional knowledge and work experience requirements in terms of their post only a general understanding, it is not clear who the MVP of the companies expected requirements, as well as work experience. In addition, the MVP also may not be entirely their own shortcomings frankly, do not even know their own deficiencies. Finally, the values of the differences. MVP companies are reluctant to stay in an important reason for this is that, with the company between them in values has been so divisive. MVP between the company and not the values of mutual penetration, in some of the key decision-making is often parted ways, this is also MVP led the main reason for leaving the company. Based on this, and in the subsequent assimilation process, the MVP gradually accepted to the values and mission of the company is very necessary. With the introduction of the process, if we can take full account of these three failures, will help improve the process of selecting and MVP of the success rate and reduce the cost of imported talents, for the future work, such as the creation of the conditions. If they find the ideal candidates, their companies should actively create the conditions needed for the work, and make every effort to retain them, and act decisively. Slow action, competitors may get ahead of a potential loss for the company. ◆ assimilation process optimization of the new MVP can meet the company's expectations, not only with the introduction of the process, but with the assimilation process. To a new fully integrated into the culture of the company needs at least a period of time, during this period of time is essential. During the same period, giving them a clear direction specified to answer their doubts, help them understand the cultural background of the company, so that they, as well as customers and internal contacts, and so on, and keep in step with other corporate staff, coordination and cooperation, this can They even faster into the companies. The assimilation process on the future work MVP have a significant impact on the success or failure, the process of assimilation of the most optimal management is also vital. Assimilation process comprises three stages: g clear key objectives, how to create value for the company; g formulation warrant, the key objectives into a written document to facilitate assessment of performance; g establish and maintain good relations between the various stakeholders. New to the MVP can truly reflect their own to create value for the company, we must first clear several key indicators, as well as to the basis of their performance evaluation. MVP explicitly short-term main objective, and write a warrant, the warrant is very formal written document, including three aspects: job objectives and the scope of stakeholders, including shareholders, and other superiors; career development, For instance, guidance on how to obtain long-term in the company's development and success. When MVP fully integrated into the company, and consciously create value for the company, the assimilation process is concluded. Must not "piecemeal, piecemeal"How to select the most valuable staff