哈尔滨二手车市场处于创业之初，在人员的选拔任用上相对较为粗糙，员工从招

The used car market in Harbin is at the beginning of entrepreneurship, and the selection and appointment of staff is relatively rough. Although the employees have undergone layer-by-layer selection from recruitment to onboarding, they have not been systematically trained within the company, resulting in employees who continue to follow the "master" The "apprenticeship" model wastes a lot of time and consumes a lot of manpower. At the same time, the management liquidity is relatively large. Since the establishment of the company to the present, the company manager has been changed twice, which is not conducive to the construction of a stable team. <br>Therefore, whether it is in the selection of employees or the selection of cadres, we must pay attention to the unified training of professional skills and improve work efficiency. For this level, we can regularly hold large lecture halls for professional and technical personnel, keep them in an environment of continuous learning, and improve the overall work level by contacting modern evaluation methods and courses, while also making the service more uniform and gradually moving towards Standardized management. On the other hand, for the selection of management, it is recommended to choose from the inside of the unit, which is more familiar with the company's business and more stable. At the same time, there should also be a clearer definition of the scope of work responsibilities and organizational structure. Having dedicated staff in everything not only ensures professionalism, but also greatly improves work efficiency. <br>5.1.2 Reasonable salary and incentives <br>For an enterprise, if it wants to develop and grow in the true sense, it must form a stable audience group, and the stable and customer group is maintained by enterprise employees. Good consumer experience is the prerequisite for order closing, and good communication and maintenance is the root of customer retention. Therefore, it is necessary to appropriately give employees reasonable job and performance incentives, enhance their work enthusiasm, give play to their subjective initiative, and create higher value for the company. <br>Therefore, it is recommended to set up a work review mechanism for monthly assessment, link the performance salary with the actual work completion, refine the salary formulation plan, and improve the employee's business level in the shortest time. The content of performance appraisal can be specified, and if necessary, KPI indicators can be introduced to improve performance compensation. Not only include the amount of work completed, the service factor, but also include the degree of customer retention, customer market mining and other aspects, reward outstanding personnel, and at the same time will give a commendation at the end of the year, let employees truly recognize the company Culture, truly retain talent

Harbin second-hand car market is at the beginning of the start-up, in the selection and appointment of personnel is relatively rough, employees from recruitment to entry although experienced layer screening, but did not receive the company's internal system training, resulting in employees to follow the "master with apprentices" model, wasted a lot of time, spent a lot of manpower costs. At the same time, management mobility is relatively large, since the beginning of the establishment to now, the company manager has changed twice, is not conducive to the stability of the team building, will lead to the work process of people scattered, difficult to form an effective team cohesion.<br>Therefore, whether in the selection of staff or the selection of cadres, we should pay attention to the unified training of professional skills, improve the efficiency of work. In view of this level, we can regularly hold professional and technical personnel lecture hall, so that they are in a continuous learning environment, through contact with modern assessment tools and courses, improve the overall level of work, but also make the service more uniform, and gradually move towards standardized management. On the other hand, for the selection of management, it is recommended to choose from within the unit, one is more familiar with the company's business, and the other is more stable. At the same time, there should be a clearer definition of the scope of work responsibilities and organizational structure, everything has a person, not only to ensure professionalism, but also to a large extent to improve the efficiency of work.<br>5.1.2 Reasonable compensation and incentives<br>For an enterprise, if it wants to grow in the true sense of the word, it must form a stable audience, and the customer group is maintained by the enterprise employees. A good consumer experience is a prerequisite for order closing, and good communication and maintenance is the root cause of retaining customers. Therefore, we should give employees reasonable position, performance incentives, enhance employees' enthusiasm for work, give play to the subjective initiative of employees, create higher value for the enterprise.<br>Therefore, it is proposed to set up a monthly appraisal work review mechanism, the performance salary and the actual completion of the work linked to the salary formulation program, in the shortest possible time to improve the level of employees' business. Performance appraisals can be materialized and, if necessary, KPI metrics can be introduced to improve performance compensation. Not only includes the completion of work, service coefficient, but also includes customer's degree of maintenance, customer market mining and other aspects, for outstanding performance of the personnel to be rewarded, at the same time will be at the end of the year to put forward recognition, so that employees in the deep down can really recognize the culture of the enterprise, really retain talent

Harbin second-hand car market is at the beginning of entrepreneurship, and the selection and appointment of personnel are relatively rough. Although employees have experienced layers of screening from recruitment to entry, they have not received systematic training within the company. As a result, employees still follow the model of "master with apprentice", which wastes a lot of time and costs a lot of manpower. At the same time, the liquidity of the management is relatively large. From the beginning of establishment to now, the company's manager has been changed twice, which is not conducive to the construction of a stable team, which will lead to a lack of morale in the process of work, and it is difficult to form an effective team cohesion.<br>Therefore, no matter in the selection of employees or cadres, we should pay attention to the unified training of professional skills to improve work efficiency. At this level, we can hold lectures for professional and technical personnel on a regular basis, so that they can stay in an environment of continuous learning, improve the overall work level by contacting with modern assessment means and courses, and make the service more orderly and uniform, and gradually move towards standardized management. On the other hand, for the selection of management, it is recommended to select from within the unit, so as to be more familiar with the company's business and more stable. At the same time, we should also have a clearer definition of the scope of work responsibilities and organizational structure. There are special personnel for everything, which not only ensures professionalism, but also greatly improves the work efficiency.<br>5.1.2 reasonable salary and incentive<br>For an enterprise, if it wants to develop and expand in a real sense, it must form a stable audience group, and the stable customer group is maintained by the enterprise employees. Good consumption experience is the premise of order transaction, and good communication and maintenance is the root of customer retention. Therefore, it is necessary to give employees reasonable job and performance incentives, enhance their enthusiasm for work, give full play to their subjective initiative, and create higher value for the enterprise.<br>Therefore, it is suggested to establish a work review mechanism of monthly assessment, link the performance salary with the actual work completion, refine the salary formulation scheme, and improve the staff's business level in the shortest time. The content of performance appraisal can be specified, and KPI can be introduced to improve performance compensation if necessary. It not only includes the amount of work completed, service coefficient, but also the degree of customer maintenance, customer market exploration and other aspects. It will reward the outstanding personnel, and at the same time, it will commend them at the end of the year, so that the employees can truly recognize the enterprise culture in their hearts and retain talents