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桥水基金的选人哲学

2017-08-20 来源: 《Principles》
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雷伊·达里奥于1975年创立桥水基金。在他掌舵的42年中,桥水基金取得了傲人的成绩,管理规模达到1600亿美元,是市场公认的“最能赚钱的对冲基金”。达里奥本人在《Alpha》近期公布的2016年对冲基金经理收入排行榜中以14亿美元的年收入位居第二。

这些成就让人们对桥水充满了好奇心,代表桥水文化的《Principles》也成了业内人士争相传阅的管理圣经。达里奥有句名言:“To Get the People Right”。他一再强调选对人的重要性,而且在这方面有一套自己的理念。

他认为,基金公司管理的核心就是选对人、做对事,而人才规划的核心是一定要找到与你价值观一致的人。每个人看待问题的角度与思考方式不同,要客观正视这些差异,把合适的人用在合适的岗位上。

To Get the People Right

选对人,用对人

1. Recognize the Most Important Decisions You Make Are Who You Choose to Be Your Responsible Party.

要知道,你所做出的最重要的决定是选择谁作为责任人。

2. Remember that almost everything good comes from having great people operating in a great culture.

记住,几乎所有的成功都来自于拥有优秀的文化以及在其中工作的优秀的人。 

3. First, match the person to the design.

首先,选择合适的人参与规划。

-Most importantly, find people who share your values.

最重要的是,找到与你价值观一致的人。

-Look for people who are willing to look at themselves objectively and have character. 

要找那些愿意客观看待自己并且有自身性格特点的人。

-Conceptual thinking and common sense arerequired in order to assign someone the responsibility for achieving goals (asdistinct from tasks).

根据需要完成任务和实现目标,选择具有相关概念性思维和常识的人履职尽责是必需的。

4. Recognize that the inevitable responsible party is the person who bears the consequences of what is done.

必然责任人是需要承担一切后果的。

5. By and large, you will get what you deserve over time.

总的来说,日积月累,你会得到你想得到的。

6. The most important responsible parties are those who are most responsible for the goals,outcomes, and machines (they are those higher in the pyramid).

最重要的责任人要为目标、结果和组织机构承担主要责任(即处于组织里的上层的人)。

7. Choose those who understand the difference between goals and tasks to run things.

选择那些明白“目标”与“任务”的区别的人来经营业务。

8. Recognize that People Are Built Very Differently.

要承认一点,人生而不同。

9. Think about their very different values, abilities, and skills. 

考虑他们在价值观、能力和技能上的差异。

10. Understand what each person who works for you is like so that you know what to expect from them.

了解每个为你工作的人(你的每个员工)的情况,才能知道你从他们身上能期待什么。

11. Recognize that the type of person you fit in the job must match the requirements for that job.

岗位用人必须与职位要求相匹配。

12. Use personality assessment tests and quality reflections on experiences to help you identify these differences.

通过性格测试以及员工经历中放映的性格特点来帮助自己了解他们之间的差异。

13. Understand that different ways ofseeing and thinking make people suitable for different jobs.

要知道,每个人的观察与思考方式不同,因此适合的工作也不一样。

-People are best at the jobs that require what they do well.

人们在所擅长的领域工作表现最佳。

-If you’re not naturally good at one type of thinking, it doesn’t meanyou’re precluded from paths that require that type of thinking.

若你天生不擅长某种思维方式,这并不意味着就做不好需要这种思维方式的工作。

14. Don’t hide these differences. Explore them openly with the goal of figuring out how you and your people are built so you can put the right people in the right jobs and clearly assign responsibilities.

不要隐藏这些差异。坦诚沟通,以深入了解自己和员工,把合适的人用在合适的岗位上,并明确任务分工。

15. Remember that people who see things and think one way often have difficulty in communicating and relating to people who see things and think another way.

要记住,看待事物与思维方式不同的人,在交流和相处上是存在困难的。

16. Hire Right, Because the Penalties of Hiring Wrong Are Huge.

雇佣对的人,用错了人,代价是极惨重的。

17. Think through what values, abilities,and skills you are looking for.

仔细审度自己想要的员工应具备什么样的价值观、能力和技能。

18. Weigh values and abilities more heavily than skills in deciding whom to hire.

招聘员工时,要多考虑员工的价值观与能力,这比技能更重要。

19. Write the profile of the person you are looking for into the job description.

招聘员工时,在岗位说明里描述希望招到一个什么样的员工。

20. Select the appropriate people and tests for assessing each of these qualities and compare the results of those assessments to what you’ve decidedis needed for the job.

挑选合适的人选,根据相应工作岗位应具备的素质要求对他们进行考核评估,对比评估结果与素质要求。

-Remember that people tend topick people like themselves, so pick interviewers who can identify what you are looking for.

记住,人们往往倾向于选择和自己相似的人,因此应挑选那些了解自己想雇佣何种员工的人担任面试官。

-Understand how to use and interpret personality assessments.

要知道怎样使用和解读性格测试。

-Pay attention to people’s track records.

注意应聘者的过往业绩。

-Dig deeply to discover whypeople did what they did.

深入挖掘,探寻他们过往行为的动机。

-Recognize that performance inschool, while of some value in making assessments, doesn’t tell you much about whether the person has the values and abilities you are looking for.

要认识到,尽管学校表现在进行评估时有一定价值,但却不能体现应聘者是否具备你想要的价值观或能力。

-Ask for past reviews.

要求提供过往业绩的评估。

-Check references.

参考推荐信。

21. Look for people who have lots of great questions.

寻找能提出很多好问题的员工。

22. Make sure candidates interview you and Bridgewater.

确保应聘者对你和桥水也进行了面试。

23. Don’t hire people just to fit the firstjob they will do at Bridgewater; hire people you want to share your life with.

不要雇佣那些只把桥水当做第一份工作的人,雇佣那些你希望与他们携手共进的人。

24. Look for people who sparkle, not just "another one of those".

寻找那些焕发活力与才智的人,而不仅仅是又一个平庸之辈。

25. Hear the click: Find the right fit between the role and the person.

听到咔嗒声:所需职位和聘用之人一定要匹配合适。

26. Pay for the person, not for the job.

以人论酬,而不是以岗论酬。

27. Recognize that no matter how good you are at hiring, there is a high probability that the person you hire will not be the great person you need for the job.

要知道无论你在招聘人才方面有多在行,你所聘用的人选都很有可能不是岗位的最佳人选。

(本文的英文部分出自《Principles》,中文部分出自木易编辑翻译的版本)

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