The soldiers do not want to become a general is not good soldiers, this statement on the army is to determine whether a soldier with lofty aspirations when the standard. In Schneider (China) Information Technology Department, in charge of the 70 people of Li Zhong also encourage their employees striving to "General"! "I hope that every potential employee can get the training should be given the opportunity, hope 'going out' is their ideal. and help them to go out at the same time, teams and companies will gain share in this process, a win-win outcome on the front, why not? "Zhong said.
Potential for deciding the fate of employees
"Selecting talent is a required course for every leader, but you really can not see if you can pick horses to good horses," Zhong said, "Schneider is a very open place, so when selecting personnel not limited to simple qualifications, experience, those are just a person's past, and Schneider need to carry their future. Therefore, the potential can not be ignored. "
He explained to IT departments, for example, the current enterprise-oriented IT professionals need to have a "quality of the new IT," that is "business + technology", and he still has "the same passion + and the values of corporate culture." "This demand has gradually become a trend, before the technology department's staff may coordinate technical capacity is very high, but today, we try to balance requirements. Some people feel that they did manage one or two SAP modules on that competent IT department that they can work, but it is not of. "Zhong said," bigger picture for every IT department staff are very important to have that potential talent is what we need. "
At this point, I start Zhong specifically Schneider in France, the headquarters of his experience: "may you find it strange that when I transferred to France, is a business unit personnel as in the past, but it is such opportunity for me where to find the same insight as a new way of thinking. I am every day with business colleagues to work with SAP personnel to explain our needs, discuss with them the demand for each desired effect. Since then, I I need the challenge is to find this. cultivation and nurture of this bigger picture, let me benefit. "
The staff "get tomorrow"
Li Zhong frankly, Schneider's salary standard in the industry is not outstanding, or even lower. In this environment, how to retain good employees in the Li Zhong have seemed very confident. He said: "Schneider has a strong hematopoietic function, can have the polish 'Jade' ability to face the talent of course this does not mean we sit by and let the passage of time. As a leader, not just let your employees see that today, more important is that they are in today's 'get tomorrow'. "
He explained that, in fact, companies are aware of any loyalty to a great extent affect the company's development and progress, after all, any success is through the skills of the continuous structure to become reality. Schneider, a leader would lobby each time to fully understand their employees, found their different potentials and communicate with them, for them to develop a path for his development. The benefit of this is that the first time allow employees to understand their own development.
"Schneider has a strong overseas background, so as not to become a general is not good soldiers, like soldiers, we all want to be able to 'go out'. Precisely because they understand the idea, and I also admit that 'going out' is really a a good thing. 3 years of the French headquarters of learning, so I learned a lot. So I would encourage my staff to think this way, and tell them what your future will be like. told him that as long as we follow the pace That opportunity is for you. This encourages more attractive. "Zhong said.
People do not go cold tea
Although Schneider has a strong "blood system", but also to recognize any situation Zhong movement is inevitable. In this regard, Li Zhong said to be calm to meet them. The first is to ensure that companies do their own traditions to be preserved.
He explained that staff mobility, Schneider himself is changing, if we can find a virtuous in between the balance and interaction, then the person can guarantee stay is to support enterprises to develop people. Since 1998, Schneider Electric (China) began to develop in-house talent program, 10 years, there were no changes to say that is impossible, but today remains Schneider lived forward speed. First added by New blood; the other is the best preserved traditions. He stressed: "Enterprises should not fear their own staff training is for others to do the wedding dress and indecisive, and to recognize that forward direction is all. People do not take the tea cool, gone, but the company its own characteristics traditional and not be taken away, still can use this environment to nurture new talents, this is the business flow of talent to keep his country faced with a magic weapon. "(
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