Recruitment, performance appraisal, and salary management for small business employees

Author: Su Jun
Publisher:
Publish Date: 2007-01-01
Features: This book adopts a problem-solving approach, offering corresponding solutions to specific issues. This format allows small business owners to quickly find answers to difficult problems in human resource management, such as employee recruitment, performance evaluation, and salary management, and effectively integrate them into a unique corporate culture tailored to their business characteristics.
Chapter 1 provides an overall introduction to human resource management, including methods, characteristics, common challenges, and the reasons why small business owners should prioritize HR management. It specifically explains how small business owners can manage human resources effectively during economic downturns and how HR management can enhance the value of small businesses.
Chapter 2 focuses on human resource planning for small businesses, offering a macro understanding of HR in areas like employee recruitment. For example, it covers the content of HR planning for small businesses, its principles, and the steps involved. As the saying goes, "A small bird may have all its internal organs, but a small business's HR management should be no different." Even with a small scale, the preliminary steps of HR management cannot be skipped—doing so would be counterproductive.
Chapters 3 and 4 discuss employee recruitment for small businesses. For rapid development, job analysis is a critical first step. Small business managers must clearly define which positions need to be established, how many people should be hired for each role, and what responsibilities and authorities they will have. This is a crucial point—if the roles and responsibilities are not planned, even if top talent is hired, they may be underutilized or even misallocated. The chapters then cover recruitment channels, building a recruitment network, online recruitment, success in job fairs, strengthening campus recruitment, and resolving "recruitment distortion." Addressing such detailed issues aligns with the earlier mentioned approach, enabling small business owners or readers interested in specific small business problems to find immediate solutions.
Chapters 5 and 6 focus on performance evaluation for small businesses. To conduct effective performance evaluations, small businesses must first understand the concept, including its significance, requirements, content, common methods, and design principles. As the saying goes, "We should know not only what to do but also why we do it." The same applies to performance evaluations—without understanding the rationale, it is impossible to apply the principles to small business challenges effectively. Additionally, Chapter 6 provides specific guidance on implementing 360-degree performance evaluations, conducting evaluation interviews, and addressing unsatisfactory performance reviews, which are pressing issues for small businesses today.
Chapters 7 and 8 delve into salary management for small businesses. Through these chapters, readers can learn what salary management entails, its content, and how to determine salary levels. They can also explore the relationship between salary design and company growth stages, the importance of cautious salary increases, how to address salary transparency issues, and how to handle low morale after salary reforms.
Chapter 9 offers strategic recommendations for better employee utilization in special situations. These situations are listed separately due to their uniqueness, yet they share commonalities overall. The authors hope that readers can gain insights from these solutions, which is the very purpose of this book.