Ailian Education Consulting is a single-store profit model tailored for the beauty industry. The system modules of the talent training system are divided into:
"Recruitment System" in Talent Training System
Post responsibility system in talent training system
Post evaluation system in talent training system
Talent Incubation System in Talent Training System
Salary performance system in talent training system
0 1
Recruitment is the first step in talent training. The so-called talent training is empty talk unless the talent entrance is solved. If an enterprise wants to develop continuously, talent reserve is a strategic project, and talent recruitment is the talent entrance. According to the talent development plan, talent reserve plan, talent recruitment plan, the selection of recruitment channels, the management of recruitment channels and the optimized management of recruitment process, we will establish and improve the recruitment system, improve recruitment performance, improve the employment rate of talents, and continuously import outstanding talents for chain headquarters and stores to promote the development of enterprises.
Through the standard recruitment process and professional evaluation tools, job seekers' work orientation, career interests, career development planning, personality characteristics and so on can be systematically evaluated. And accurately evaluate the "post competence and job matching" to improve the recognition and interest of candidates in the enterprise, improve the recruitment success rate and increase the enrollment rate of outstanding talents.
Standardize the recruitment process and entry process, and do a good job in the management of talent files in chain headquarters and stores. Establish a scientific and effective new incubation project (model entry project), effective probation training, probation assessment and management, so that newcomers can quickly integrate into the enterprise, make the headquarters accurate, timely evaluate the applicability and matching of employees, optimize the talent structure, and reduce talent risks and labor costs.
02
Establish a stable, flexible and efficient organizational structure, clarify the division of responsibilities and cooperation between headquarters departments and stores, and give full play to the management structure of headquarters decision control and store operation. Clarify departmental functions and responsibilities with organizational structure.
The standard Post Responsibility Letter provides a standard specification and guidance for the post setting, responsibilities, staffing, recruitment, training, use, promotion, work guidance, work norms, personnel management, and post competency evaluation of headquarters and stores.
Job responsibilities are clearly defined what each post should do, which is a constraint and norm for employees' behavior; What workflow should do is to ensure the work performance and work value. The responsibilities and workflow design of each position enable all key businesses to be result-oriented and completed according to standard processes. For example, the job responsibilities and workflow of the store manager, the consultant, the beautician and the front desk. Regularly optimize key processes of headquarters and stores, continuously improve operation and management performance, reduce resource consumption and reduce operation and management costs.
Scientific and systematic job responsibilities and workflow can promote each department, each post and everyone to be more clear about business processes, improve work efficiency, enhance work enthusiasm and coordination, and carry out more scientific operation and target control. Professional and standardized information flow uploading and distribution, scientific and accurate business processes enable decision makers and management of all functional departments at headquarters to obtain effective information of chain stores in time. It is helpful for decision makers to make decisions with facts and data and avoid making mistakes. Continuously and effectively support stores to carry out passenger flow and cash flow business, improve operating performance and achieve annual operating targets.
03
The job value evaluation of beauty salons is the job analysis and value evaluation of key positions such as store manager, consultant and beautician, and it is a comprehensive evaluation of the responsibilities, work intensity, work difficulty, working conditions, qualifications, work skills and work performance of each position. Through the scientific evaluation of post value and post contribution, it is the basis for formulating salary and bonus for each post, and it is also the respect for talent value.
The Value Significance of "Post Value Evaluation" in Beauty Salon
1. Make it clear that the value of each post is the basis for the distribution of wages/bonuses;
2. Rational and effective allocation of human resources; Avoid labor conflicts;
3. Form a reasonable job grade and salary grade difference;
4. Compare the relative values of each position;
5, employee career promotion channels and development planning;
The principle of "post value evaluation" in beauty salons
First, the post principle is wrong.
The premise of job value evaluation is the analysis of job responsibilities, job skills, job qualifications, job contributions and job remuneration. The evaluation result of post value is relative, not absolute. Without the specific scope of the enterprise, the value of each position is meaningless.
Second, the principle of applicability
In order to improve the ability and motivation of each post, improve job performance and improve job salary satisfaction, job value evaluation is a qualitative judgment of the value between posts, not a quantitative judgment tool, so it is necessary to avoid the backfire of job value evaluation.
Third, the principle of unification of methods and standards.
In order to ensure the standardization of post value evaluation, the comparability of evaluation results, and improve the scientificity and work efficiency of evaluation, post value evaluation is based on a unified post value evaluation model, rather than using different models to evaluate different posts.
Fourth, the principle of process participation.
Set up a post value evaluation team, including external expert consultants of Ailian Education Consulting, company executives, human resources managers, middle and high-level stores, and representatives of the evaluated posts. , according to the company's strategy and organizational structure to evaluate the value of key positions, and form a post value evaluation report.
Five, the principle of public results
According to the organizational structure, job responsibility description, job value evaluation system and job compensation performance system, the evaluation results are comprehensively analyzed and made public, so that the evaluated person of each job can have a clear understanding, scientifically and effectively enhance job value and job contribution, and achieve a win-win situation.
04
Establish a perfect talent incubation system, so that new employees can quickly integrate into the enterprise, understand the working environment, master job requirements and job skills, enhance their sense of identity and satisfaction with the enterprise, enhance the matching and integration of people and posts, improve the employment rate and reduce the brain drain rate.
The training system and promotion system of talent ladder training, through systematic professional skills and professional quality training, improve work enthusiasm and initiative, enhance work value and performance, improve the matching between people and posts, and improve the success rate of promotion.
Talent training, providing comprehensive, systematic, professional and continuous training for each core position, job skills training, shaping core expertise, creating industry experts, and enhancing job value and work performance.
Build an internal coaching team, guarantee the professional skills of all positions from headquarters to stores, standardize the work flow, build a fast and efficient talent replication system, tap the team's greatest potential, enhance team cohesion and team execution, and build the core competitiveness of enterprises.
Build a supervision and inspection system of talent incubation system, ensure the implementation of training plan, the transformation of training results and the improvement of training performance, supervise the implementation of post training, make employees apply what they have learned, and constantly optimize and upgrade the talent training system.
Qisheng Management Consulting, a subsidiary of Ailian Education Group, has customized a future-based talent incubation system for the US industry, which is operated by online and offline communities to provide overall talent incubation, talent customization and talent export services for key positions such as "professional store manager, consultant, intelligent front desk and live broadcast of online celebrities". We will explain in detail the "talent incubation system in the Internet age" in a later column.
05
In the salary design of beauty salons, one of the nine systems of "one-store profit model" tailored by Ailian Education Consulting, enterprises promote talent development strategy with salary strategy and enterprise development with talent development; Talent is the core driving force for the rapid profit and sustainable development of enterprises. Through the scientific salary mechanism, we can optimize the talent structure, ensure the internal fairness and external competitiveness of salary, stimulate the motivation and ability of talents to the maximum extent, improve the performance and output value of enterprises, and improve the satisfaction of talents with salary without increasing the labor cost of enterprises.
The core of employee management is target management, the core of target management is performance management, and the core of performance management is salary management. Salary-oriented performance indicators, key objectives and indicators of performance appraisal, manage employees by objectives, and promote employees to achieve business goals and strategic goals. Through performance communication, performance feedback and counseling and performance evaluation between managers and employees, the value and contribution of each position are continuously optimized and improved.
In the past 20 years, Ailian Education Group has tailored the single-store profit model with double performance, the talent replication model with double profit, the chain replication model with double storefront and the chain merger and acquisition model of ecological industry for the US industry. In the past ten years, we have served tens of thousands of beauty clubs and chain organizations and trained hundreds of thousands of chain store operation and management talents. It has become a powerful expert team for industrial upgrading and ecological chain mergers and acquisitions in Damei, and has a high degree of professionalism and authority in the US industry.
Ailian Education Group has the reputation of "the most comprehensive chain store management system, the most authoritative theoretical system, the most independent intellectual property rights, the most educated expert lecturer and the richest practical experience" in the American industry. Ailian Business School, a subsidiary of the Group, has created one chain legend after another with the business philosophy of outstanding professional achievements, the heart of a craftsman, the research of conscience, the knowledge gained from practice and only excellent courses and only results. In the past 20 years, we have been committed to building a consultation and empowerment platform for ecological chain education in Dameiye.