Talent Strategy of Zhuhai Huaguan Electronic Technology Co., Ltd.

Talent development strategy is the key to the success of enterprise strategy.

Zhuhai Huaguan Electronic Technology Co., Ltd. (Higrand) was established in February 2006 at 5438+0,65438. The products developed and put into the market include four series: ordinary aluminum electrolytic capacitor production equipment series, chip aluminum electrolytic capacitor production line series, lithium ion battery production equipment series, machining center and various CNC machine tools. It is a professional manufacturer of special production equipment for aluminum electrolytic capacitors with the largest production scale, the most complete products and the most advanced technology in China, and it is also the only chip aluminum electrolytic capacitor manufacturer in China.

In recent years, the rapid economic development in China has not only brought a golden opportunity for the vigorous development of the company, but also brought increasingly fierce market competition. The focus of competition is the competition for talents. Drawing lessons from the development model and experience of the same industry at home and abroad, collectivization is the development direction of the company. This is not only an urgent task for the company's development, but also the key to whether the company can seize the "air superiority" in the world and form a strategic competitive advantage. In order to fully tap the potential of human resources and fully mobilize the enthusiasm and creativity of all employees, the company has carried out many bold explorations and reforms in the human resources management system in the past two years.

The cross-century enterprise development strategy must first have the cross-century talent development strategy.

There is no doubt that people are the fundamental factor for the survival and development of enterprises. According to the development plan of the company and the characteristics of employees, Higrand has formulated the talent development strategy:

With the goal of achieving good social and economic benefits, we will establish a big platform of being able to go up and down, enter and leave, and compete for posts, create a relaxed and positive environment for talents to stand out, build an excellent young and professional talent team, and fully realize the development strategy of the group company and the personal development strategy of employees.

In short, it is characterized by:

1. an environment: a relaxed atmosphere, an environment that encourages fair competition, unity and progress, and encourages outstanding talents to stand out.

2. Two goals: the talent development strategy should not only adapt to the company's development strategy and become an important part of the company's development strategy, but also make it the goal of employees' self-career design and help employees realize their personal development strategy.

3. Three laws: follow the laws of economic development, market economy and the development of electronic high-tech industries.

4. Diversified structure: from the management point of view, it is necessary to have an efficient and flexible talent structure with market orientation and business management, which can adapt to the ever-changing market changes; In terms of knowledge structure, there should be compound talents who know not only news release and advertising editing, but also technology and products, and know more about information technology market and operation, so as to ensure the timeliness of products, technical foresight and market orientation; In terms of age, we should have a high-quality, professional and young team, which will make the company's knowledge structure and age structure more reasonable, and a variety of talents will coexist, and the company will be full of vitality and vitality in the pursuit of career success.

Establish an efficient and flexible human resource management system

Based on years of business practice, the company has formed a set of human resource management system that adapts to the company's business characteristics: a series of efficient and flexible employment mechanisms that are in line with the development of group enterprises have been established.

1. Set tasks and institutions; Staffing: The company carries out macro-control on human resources management, and the company's administration and personnel department assists all departments in personnel recruitment, employment, dismissal, professional title evaluation and various personnel relations, and all departments are responsible for daily management and assessment.

2. Full-time labor contract system; Cadre appointment system: employees of the company will sign labor contracts regardless of the mode of employment, ownership by the whole people, collective ownership, local household registration or not, temporary workers and contract workers. The company implements the cadre appointment system, and the department directors of the newly established departments of the company are appointed through open competition and collective assessment.

3. Focus on solving the five key steps of "recruitment, assessment, training, motivation and guarantee" in human resource management.

I. Recruitment

Follow the principle of "openness, justice and fairness", insist on having both ability and political integrity, appoint people on their merits, make a good entrance and solve the source problem of high-quality employees. Facing the whole society, through online recruitment, participation in talent recruitment fairs, advertising recruitment and other ways, open recruitment, collective assessment, merit-based recruitment. In recent years, we have hired many employees with both ability and political integrity, and soon became the new backbone of the company's development.

Second, evaluation

In personnel assessment, the implementation of target management, grading assessment. The head office evaluates the directors of all departments, and all departments evaluate ordinary employees. Establish relatively reasonable assessment standards for different positions in business departments and administrative personnel departments. Timely and appropriate assessment is not only an important means to effectively motivate employees, but also helps the company to check the implementation progress of the company's annual plan in time, find problems and correct them in time.

Third, training.

Only by continuous and powerful training can we cultivate and maintain the stamina of the company's sustainable development and the self-development of employees. To this end, the company established a set of employee training system and training incentives, and implemented the employee training plan. The purpose of the training is to continuously improve the professional quality and personal skills of employees, continuously improve the overall competitiveness of employees and the company, and cultivate a talent team with fine business, high quality and strong ability to continue blood and hematopoiesis. Training has played a positive role in the construction of corporate culture.

Fourth, the incentive mechanism

Effective incentives can closely link employees' personal development with the company's development strategy and greatly mobilize employees' enthusiasm and creativity. The company adopts the combination of spiritual encouragement and material encouragement, management encouragement and self-encouragement, and adopts different incentive measures for different employees and positions.

1, distribution incentive: rational distribution is one of the simplest and most effective incentive methods. Distribution according to work, more pay for more work, rewarding the superior and punishing the inferior, and rewarding the diligent and punishing the lazy are the basic principles. The company will pay the total bonus to each department according to the business performance, and then each department will pay the monthly and year-end bonus according to the employee's work performance. The phenomenon of equalitarianism has been overcome to varying degrees, and everyone's enthusiasm has been effectively mobilized.

2. Promotion incentives: For employees with leadership awareness and pioneering ability, take job incentives, create jobs and opportunities, and give full play to their enthusiasm.

3. Training incentives: The company can participate in various business, technical and foreign language trainings for employees who have made outstanding contributions.

Verb (short for verb) guarantee

1, in the employment system, full contract management. There are many forms of employment. As long as it meets the needs of the company's business development, the company can absorb all people, collectives, contract workers or temporary workers, not just academic qualifications. If you don't adapt to the work and don't perform at work, you can dismiss at any time. The implementation of the "all-staff labor contract system" not only effectively protects the legitimate rights and interests of employees, but also ensures the institutionalization and legalization of the company's employment.

2. By providing employees with medical insurance, endowment insurance, critical illness insurance and personal accident insurance, the dormitory for employees with foreign household registration is established to effectively solve the worries of employees.

3. Establish a modern office environment to ensure that employees enjoy fast and efficient office communication means at work.

Establish a fully authorized, service-oriented and flexible personnel management organization.

"System-driven behavior"

A few years ago, the company's management system has always been a "vertical" management system. With the rapid growth of the company's business and the continuous expansion of its business scope, various businesses under the vertical management system are tied together like conjoined twins, with unclear rights and responsibilities and imprecise performance linkage, which is not conducive to the independent development of each block and to mobilizing everyone's enthusiasm. Personnel management institutions are also unified in the end: responsible for staffing, posts, recruitment, employment, rating, dismissal, salary adjustment, motivation, transfer and so on. The personnel department is responsible for all related personnel work. In order to deepen the reform of management system and operation mechanism, in 2006, the company proposed macro management, decentralized operation, independent accounting and performance linkage. In order to meet the needs of unified management of the group and independent operation of branches, the company's administrative and personnel management organizations have undergone major changes: changing vertical centralized management into horizontal authorized management, changing management decision-making function into service support function, and establishing a flexible and efficient personnel response mechanism.

Authorization management fully mobilizes the enthusiasm of the leaders of branches and departments, greatly reduces the intermediate links of management, and is convenient for direct management and rapid discovery and solution of problems. Service support function, convenient for departments and employees to communicate quickly, find the right person and help arrange them in the right place. The company regards human resources as the most important strategic resource for the company's development, and takes talent discovery, talent training and talent management as continuous activities to help employees realize their personal development strategy and company development strategy.

In order to give full play to the overall advantages of the company's human resources, all functional departments of the company work together to strengthen service functions, such as financial management of the company, and the finance department is responsible for various businesses; The administrative and personnel departments should assist all ministries in recruiting, hiring and managing human resources; The company office provides comprehensive logistics support for various businesses; The sales department provides marketing planning for the company and various businesses in a unified way, which not only effectively saves the operating costs of each branch, but also greatly simplifies the management procedures, makes the best use of people and materials, and forms an independent, United and coordinated team advantage.

The construction and reform of human resources in our company has just started, and problems and obstacles continue. But don't stop because of difficulties and resistance. Although the company is a large-scale group enterprise that plays an important role in the domestic industry, the competition in the industry is becoming more and more fierce. If we don't carry out profound people-oriented management system and operation mechanism reform internally, we can't give full play to and tap the company's existing talent advantages and brand advantages, achieve rapid and efficient development, and form the company's international development trend. May we work together to develop talents and realize the enterprise development strategy.