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MEMO:

Date: May 30th,2011

To: Supervisor

From: Mis.Shi

Subject: Suggestions of personnel recruiting and hiring

Hello,I have some views and suggestions on the management of the post-`80 employees.First, how to hire employees.In the enterprise, the post-`80 group are always regarded as the symbol of “question youth”.In these company owners` opining, on one hand, they approve the post-`80 that they have strong ability;on the other hand, most of them think the post-`90 have serious character weaknees, such as the bad teamwork ability, overestimate their skill, the weak resistance against setbacks, the bad stability, the negative attitude and lack of responsibility, etc.However, some profeor say, “They are not lack of responsibility, but attach importance to whether the busine itself has some value.I think they have their desire and pursuit, and they poe the ability of thinking independently.” There is no doubt that it will benefit the company if the specialty is applied in a suitable way.If you want to hire excellent employees, you should know the characteristic of them.A.Diversified value: The value orientation of post-`90 employees have demonstrated a diverse

development tend.Their life goals and career are lack of systematic planning.They do things with low attention;attach importance to utilitarian gain, stre guilelene, think of a lot immediate profit, seek for physical enjoyment and strengthen individualism very much.B.Poor capability against preure: The post-`90 employees have special view on life and work.They

won’t depart work and life clearly, and do not like to be disturbed by the busy work from enjoying life.They ignore the new workplace roles and are brave enough to challenge authority.C.Bad consumption sense: The post-`90 employees have serious comparing psychological, so a

rational consumption sense is not established.Once they are not satisfied with the payment and welfare, they will exchange job to expre the diatisfaction to the company.D.Self-considered: The post-`90 employees are brave enough to challenge the authority and

institution.They are always with loose discipline and do not like to be restrained.They are lack of

collective sense and entire consciousne so that they often neglect the importance of teamwork and the roles they should be play.E.Strong plasticity： Most of the post-`90 employees have high culture degree and strong ability of

learning and le thought bound..So they have rich imagination and creativity.And they are willing to accept new things and foreign culture.Many post-`90 are potential because they are versatile and talkative.The quality of a person is like an iceberg and skill and knowledge are only a discovered part of the iceberg.What are hiding under the water plane are the person’s self-awarene, motivation, personal quality and values, and that is difficult to judge and distinguish.Therefore, when we are hiring employees, we should not value them just on their skill, certificate and degree.If a well educated and highly skill employee has no self-motivation and is very lazy, he won’t be a good employee that can create values for company.In the proce of hiring new employees, we had batter understand their life ideal, values and characteristics, and judge whether their personal quality is qualified from the details.At the same time, it is important for them to work hand and motivated.What’s more, he must be a good employee if he is a person who can regard entirety as important and regardle of personal gain and lo.Second, I have some suggestions on the management of the post-`80 employees.The post-`80 employees have their unique view on things and are willing to accept new things, too.But in fact, they keep many Chinese traditional values.For example, their attitude towards family, Confucius thought that a human being could only fulfill himself or herself by using family reverence as the foundation of all relationships.And the requirement on personality is extraordinary traditional, too, Mencius sees these as fundamental elements of human nature that can develop into the supreme human virtues of benevolence, righteousne, ritual propriety or etiquette, and wisdom.Therefore, my suggestions are as follows:

A.The leaders can lead the employees by improving their own charm.The managers should change the traditional management concept and the image of leadership, and the emphasis on humanization and scientific will help him get the support from the employees.To reliant, but to obey.Everyone is different;don't force others to learn things your way.Try not to micromanage, but leave room for the trainees to grow.The post-`80 employees do not like the managers who like reprimanding, shirking responsibility and making structure, on the contrary, they need to be respected, cared and treated

sincerely.Christopher Columbus did not need directions, and neither do we.B.To encourage the poat-`80 employees but to enforce.When you approach every task with interest and focus, that's really showing up!The company should combine the employee payment with his of her performance, and ensure the quantity of salary depending on the quality and quantity of their work.Let them see that their personal income and their contribution to the company are related.Due to the post-`80 employees have strong self-esteem, the managers should set up equal mind.The managers should change the management approach and comply equal, tolerant and democratic way.Improving the salary system and establishing public, equal and fair performance tested system can enhance the encouraging affect on the post-`80 employees.Both the personal performance and the team performance should be referred to to evaluate their payment.The combination of personal performance and team performance can improve employees` ability of teamwork, and produce deep colleagues’ friendship while working so that make the job more enjoyable.C.Make the management more humanized.Sometimes, it is not the best way to inspire your employees by money.In Chinese traditional sense, family is very important, so the post-`80 employees are strengthen family, too.When there is a conflict between work and family, they will place particular emphasis on family without hesitate.Therefore, if the intuition of company becomes more humanized, the employees will be thankful, so the work efficiency and loyalty will be enhanced.The efficient work-to-family boundary management can help individuality to experience the positive spillover effect of work-to-family and avoid the conflict between work and family.D.Strengthen the communication with employees.It is not difficult to make your employees obeyed.To communicate, but retaliate;to be tolerant, but be stingy.The post-`80 employees have strong sense of fair, so the manager should communicate with them in the way of being friends.Sometimes, both texting and talking do not allow people to communicate clearly.The best way to communicate is face-to-face.A busine lunch with a supplier is always about busine, with the purpose of developing a better relationship with him or her.We discu current working iues, relationships and poible future opportunities.E.Build a positive atmosphere.Colours are neurologecal stimulants of the nervous system," said Profeor Harald Braem of Germany's profeional aociation for psychologists in Berlin.Green is the balancing, steady middle of all colours.People who want to do intellectual work should paint an entire wall orange, a colour tone that exhilarates.Maybe our office can be built and decorated referred to

psychology.Oprah Winfrey really knows how to motivate people.The manager themselves should also learn how to cause the employees` enthusiasm.Conclusion: Both the masculine power and the feminine sympathy and emotion.Only in this way, can the management personality be adapted to.If we want to own a group of excellent employees, on one hand, we should be serious in the proce of employ;one the other hand, the manager should improve themselves.The entire above are my views and suggestions and I hope that can be helpful to our company.