At present, the flow of talented people in the basic formation mechanism, and personnel lack of credit mechanism serious circumstances, private enterprises to find suitable staff to effectively reduce the risk of employing prevent personnel earthquake? Most private entrepreneur born in marketing expert or technical experts in specialized fields excellent, But how effective functioning of enterprises, the management team are very poorly understood. Therefore, in enterprise development to a certain size, communication and coordination costs, operational inefficiencies, Entrepreneurs are often unable to rely on their own ability to solve the problem effectively. There are also some private entrepreneurs with the development of enterprises successful completion of the management or operation to the changing roles, When the business develops to a certain size, entrepreneurs must rely on the management team to enterprises, not due to the internal personnel, and other traditional friends to prepare students unable to meet their needs At this time private entrepreneurs have to look into the professional managers. At present, the flow of talented people in the basic formation mechanism, and personnel lack of credit mechanism serious circumstances, private enterprises to find suitable staff to effectively reduce the risk of employment is a very important issue. Study of human resource strategy and organizational change management strategy southern Shenzhen marketing management consulting firm senior advisers considered Ke To reduce risk of employing the following 10 strategies : 1. and the professional managers of win-win cooperation with the professional managers of private entrepreneurs is not simply between employment and employment relations. Private entrepreneurs have enterprise platform, professional managers with private entrepreneurs lack the management or operation, between the two is more of a cooperative, win-win relations, as external cooperation partners. Only private entrepreneurs to fully understand this point, can provide professional managers with due respect, will it be possible to establish a good basis for cooperation and communication. 2. Developed with the needs of the personnel policies of private enterprises in the initial period almost no personnel policies, developed to a certain scale, the original talent has been unable to meet the actual needs. enterprises must continually introduce external human resources. Private enterprises should take full consideration of the stage of development, development strategies, and the internal and external environment, and cultural factors, determining the basic personnel policies, the enterprise what kind of person How employing some other issues of principle for provisions and notes to guide enterprises attract talent, and use and other human resources work. 3. Analysis of human needs entrepreneurs must understand their own corporate human resources situation, understand the existing staff and job matching, in order to understand what the needs of their posts talents Who internal supply, What people need external introduction, which will require a reserve, and so on. Enterprises can work through analysis and design, build human capacities quality model human resources inventory and other means to solve the above problem. 4. Employing the plan to introduce the personnel only fully integrated into enterprises, Most people have recognized and accepted to play a role. Each individual enterprise will to a certain extent shock -- culture, values, work habits, communication and other areas of conflict, especially the senior management staff. If the same time or a short introduction of the excessive number of staff. in the internal conflict and turmoil may have gone beyond the control of entrepreneurs capacity, resulting in inefficient communication, people slack, or even more serious consequences. Enterprises should be based on needs and the development of human resources with detailed analysis of the employment plans. Clear what positions need to attract talent, and talent of the time, amount, and so on. To reduce blindness and contingency measures in regular use. In a batch of capable personnel must fully consider the basic platform and the ability to digest, to reduce the culture of violent conflict and excessive personnel concussion. 5. Perfecting the mechanism for selecting what kind of person the company is in need of talent? Faced with a great deal of talent flow, and the lack of credit mechanism talent, find effective ways to truly needy people are private entrepreneurs face a difficult problem. Private entrepreneurs by the limitations of personal experience, often in the selection of suitable personnel lack the necessary experience and means internal human resources functions of a sound human resources department in the election can not give entrepreneurs who need help. Private entrepreneurs must improve identification and selection of personnel, or through headhunting companies to improve the electoral success rate. However, the most fundamental is within enterprises must establish and perfect the human resources recruitment and selection mechanism, from the system processes and reduce employment enterprises avoid risks. 6. Establish reasonable incentive and restraint mechanisms to professional managers and entrepreneurs between the emotional ties and trust, Entrepreneurs often mistrust and lack of authorization, or to authorize over-confidence, The result is either restricted the normal activity, either professional managers took the appropriate individuals. Professional Managers is a private entrepreneur and a partner, must be matched by the incentive and restraint mechanisms to define the powers obligation to safeguard the interests of both sides. Generally through the establishment of short-, medium - and long-term common goal of a clear direction, adopting reasonable statements and reports mandated system of restraint and professional managers to avoid the bad behavior, through effective performance management, performance appraisal system correctly evaluate the manager's contribution, through performance-based pay the way to reduce the risk paid enterprise risk and maximize incentives professional managers, through career planning, long-term incentive system to ensure the establishment of professional managers and enterprises mutually beneficial and win-win and common development, enable the two sides to maintain lasting relations of cooperation. 7. Maintain appropriate expectations of private enterprises because many of the employment mechanism, Entrepreneurs limitations such deep-seated causes of enterprises criticized the outcome of the accumulation. If headaches when the head Jueteng medical feet, in the short term may be seeing, but not enough to solve the problem, or even delay the timing of the treatment. Professional managers have the ability to have limitations, like doctors is not a panacea. So hopes on the private entrepreneurs through the introduction of one or more professional managers shortly to resolve all the issues is very blind and unrealistic. The higher the expectations, the greater the disappointment, expectations must be reasonable and appropriate. 8. The creation of the Environmental and Occupational left before the introduction of a corporate manager, how to determine status, duties, how to ensure that the appropriate monitoring and effectiveness, how timely given proper incentives ... the above problems involved in the management of enterprises to private entrepreneurs are compulsory important issue. Private entrepreneurs should learn how to make the best use of the incentive and restraint mechanisms, rational use of talent To maximize the talent to play with space and room for the rational use of talent to achieve the purpose. 9. Timely and effective communication must always private entrepreneurs and professional managers to target, and authorization progress, performance and incentive issues such as communication, and timely solutions, and timely motivation, right deviation control and rectify the situation to avoid the accumulation of problems and contradictions China, which reduced the maximum employment risks. 10. Good corporate business culture is different stakeholders pool necessarily replete with conflicts of interest and contradictions, the right management, the most important thing is people management. Deep-seated, entrepreneurs team is a common beliefs and values of like-minded member, Private entrepreneurs should be fully aware of the power of corporate culture. through good corporate culture of incentive and restraint professional managers and enterprises risks, and create the future together.