, on the reasons that may cause low morale of the staff one by one, it may be the recent influx of competitors into the market have the strength of the competitiveness of the staff to increase the pressure of competition and inability to solve the problem of declining performance; it may be the company to cause the decline in performance; it may be the company to increase the pressure of competition and inability to solve the problem of low morale of the staff. Resulting in a decline in performance; it may be that the company's products can not meet customer requirements, and sales staff reflect the technical department after the improvement of the heart of the resentment caused by; it may be the new sales manager's ability to manage subordinates is not good, so that the staff feel the atmosphere of the department is not comfortable; it may be that the company's new performance-based pay policy focuses on incentives for team performance, so that individual performance of employees feel unfair, etc. From the analysis of the HR staff can conclude which From the analysis of HR personnel can be drawn which is individual information which is group information, will be analyzed, you can draw conclusions, and then find out the real right way. In fact, after analysis, often most of the staff demoralization caused by the decline in performance is not the HR department can directly solve the problem, perhaps in the competitiveness of enterprises, sales models, product improvement, after-sales service, employee incentives to adjust many aspects in order to expect the problem to be solved, and this time the HR department can be more the core of the problem and the analysis of the process of putting forward in the company's business level to talk about their own views, through the management coordination to attack the problem. View, through the management coordination to overcome the problem, in which the HR serious and professional analysis method will also make the departments impressed. After the discovery of the problem for the HR can solve the problem, such as through the sales manager management skills training and counseling, the individual performance of the wage design again to use the professional methods of HR, HR professional methods of science is the human resources practitioners like to show off the technical capital, but the use of a variety of professional and technical methods of HR is more often than not sit down to talk about the majority of people are willing to study and in-depth discussion of the obvious have. The first thing you need to do is to understand HR professional and technical methods. Understanding of HR professional and technical methods first need to be truly pragmatic attitude, a thorough understanding of the origin and origin of HR professional methods, a clear understanding of the application of the method of the environment and the limitations of the effect played by this method, which problems can be solved and which problems can not be helped; whether this method is suitable for the current stage of the development of the enterprise, the application of the method of the business environment what are the requirements of the application of the method of the method of how to apply the steps? Whether to require the development of systematic programs and higher levels of participation in the synergy; HR department should be clear that the method is dead, the enterprise is alive, take the essence of its methods or the combined use of several methods can be used, the key is to use the fetishism, the only use of the business operations, in order to solve the real problem for the enterprise. For example: sales program after the team incentives and personal incentives to redesign the performance of the program as a whole showed a rise in the state, but the old customers complained of an increase in this is not the HR department can solve the problem? After analysis of the original is due to the performance indicators on the sales staff has a strong orientation, making it easy for sales staff to ignore non-KPI indicators limited to the work of employees in order to meet the requirements of the target to maximize access to performance, ignoring the customer structure and the company's future development of the relationship between the lack of new products and the lack of new product customer excavation and old product customer after-sales maintenance, injury to the interests of the customer and damage to the company's maintenance of the values of the impact on the company is profound, it's a good idea. The impact on the company is profound, visible to reverse this status quo HR department must amend the performance program again, the purpose of the adjustment is to pay attention to the integrity of the indicators of employee performance behavior incentives, as well as the indicators and the link between the strategic objectives of the enterprise and the organization hopes to provide customers with the value of the positioning of all of these without an understanding of the company's business and the application of professional methods is not possible to design the perfect design, design The method is a weapon in the hands of HR, if you do not y understand the application of technology and methodology to the staff to bring the impact of behavior can only be on paper, a less than scientifically perfect program introduced to the organization to bring the negative impacts and performance losses, no less than any one of the business sector's wrong policy. the effectiveness of the HR policy is indeed to use the other departments of the specific work of the effect, which puts forward a higher demand for the HR practitioners again. HR practitioners are determined to become the boss's strategic partner, but if you ask the HR manager what the boss's strategy is I'm afraid that not many people answer, of course, the boss of the Chinese enterprises also show that there is a strategy, in simple terms, if you ask the boss of the HR practitioners recently worried about what? What are the main competitors of the company's main products? What is happening in the industry of concern, which will have what kind of impact on the operation of the company? How will it affect the company's human resource allocation in the near future? Will the HR market landscape change in the future? HR managers need to think in terms of operations, not just the day-to-day running of the HR module, which is why HR managers always feel like there is a ceiling when they talk to their bosses. The same is the above example, the performance appraisal program focuses on incentives for the team's overall performance and ignored the feelings of the individual sales champion, in fact, this itself does not exist in the advantages and disadvantages of the policy, the key is the enterprise's competitive situation in the industry, the characteristics of the business, the organizational structure and so on, suitable for what kind of performance management model, we are familiar with the relations of production when the same with the productive forces when the productivity of the productive forces to play a facilitating role in reasoning is not necessary. Without going into detail, what works in this enterprise may not be recognized in that enterprise, the reason is to consider the characteristics of management. Choose to focus on the team or focus on individual performance and a number of factors, such as: sales performance and personal ability and effort related to the degree of sales of products, sales of product cycles, the maturity of the product, the overall quality of the sales force, the characteristics of the product and so on, it is clear that different industries such as the sale of large-scale medical equipment and sales of PCs are different; in the same industry sales of textile fabrics and sales of clothing products are different; and the same sales of PCs in DELL's behavior is different. The same sales of PC behavior in DELL and IBM is different; even in the same enterprise in different regions of the sales behavior may change, many variables are not within the range of HR managers, but also with the success of HR policy is closely related to the HR practitioners have become the biggest obstacle to the development of management policies. To develop a system consistent with the organization's goals, there is only one way to go, is to increase access to information, in-depth understanding of industry conditions, feel the industry's subtle changes, know where the competitiveness of enterprises, a high degree of understanding of the enterprise's production process and mode of operation, and more observation, more communication, more practice, specifically, can be focused on three aspects: 1, understanding of the industry: often HR only in the recruitment of professionals and technicians when the Will pay attention to the requirements of the industry, but for their own lack of active cognition in this regard, the industry is the basis of business operations, the industry's development trend can guide managers to judge the situation in advance to make judgments and strategic choices.