The talent echelon construction of Boss Electric Appliances has changed from "lemon" to "rainbow" _ Boss Electric Appliances

Before Boss Electric went public, Chairman Ren Jianhua put forward the idea that enterprises belong to everyone. "Therefore, our talent training always adheres to the unity of talent strategy, training plan and corporate culture." Adan, director of the human resources department of Boss Electric Appliances, said.

At present, the human resources department of Boss Electric Appliances focuses on and is implementing two main things: optimizing the talent structure and controlling the total number of talents.

Structural optimization means that when introducing and cultivating talents, the company reserves urgently needed talents in advance to achieve the balance between ability and strategy; At the same time, through the human resources policy, we will promote the rational flow of talents and ensure that "good steel is used in the cutting edge". Total control is to control the total number of employees of boss electric appliances from the establishment. According to the strategic focus of the company, several "talent areas" are circled in the business planning. As long as there is a demand for talents in the business department, the number of places should be appropriately relaxed in terms of preparation and salary.

"These two points have been achieved, and the company's talent echelon training has a strategic guarantee." Adan said.

According to Adan, in terms of improving talent ability, combined with the company's talent strategy, Boss Electric has established a perfect training system that matches the diversified development path of employees-four progressive talent development plans: Lemon Plan, Sunflower Plan, Ivy Plan and Rainbow Plan.

At present, the young employees of Boss Electric Appliances account for a relatively high proportion, and it is a typical knowledge-based, professional and young enterprising team. In the process of cultivating a large-scale talent reserve team, the successful operation of these four talent projects is indispensable. They provide systematic training and counseling for employees at different development levels and stages to ensure that outstanding talents stand out on all development paths.

plan

Seamless docking and rapid growth

"The reason why this plan for college graduates was originally called' Lemon Plan' is because lemons give people the same feeling as those born in 1980s and 1990s, which are fresh, energetic and full of potential." Adan explained.

The purpose of the Lemon Project is to cultivate a new force that belongs entirely to the boss's electrical appliances. They are the most "pure" bosses, because they have just entered the society and have not been infected by any corporate culture. "Understanding and agreeing with the corporate culture of boss electric appliances will make them have deeper feelings for the company. In the future, they are likely to be the most loyal supporters of the boss. "

Lemon plan is the cornerstone of the development of the boss's electrical staff, and its importance is self-evident. So for the selection of lemon students, Adan has been very careful. In his words, "We have strict selection criteria and perfect system, and we also emphasize humanization. Among them, talent absorption and elimination will be carried out simultaneously. Those who cannot agree with the boss culture and fall behind in the training assessment will be eliminated, and others can stay. " It is reported that every year, a considerable number of fresh graduates will undergo a period of 12 ~ 18 months of study and training, and the survival of the fittest will be eliminated. In the end, they will be turned into a boss youth army that pursues excitement, is full of passion, keeps innovating and is positive, thus becoming the biggest source of talents for the company's subsequent posts at all levels.

Pick lemons

Boss Electric called the fresh graduates who entered the lemon program "Lemon Boys". When selecting lemons, in addition to the perfect system, the company also adheres to two standards: the recognition of company values and the matching of people and posts. Every lemon has to go through four stages: resume screening, assessment, written test, interview (1 ~ 2 rounds) and psychological test, and finally it is selected with comprehensive scores. "What we value more is the potential of lemons, including their learning ability, judgment ability, analysis ability, problem-solving ability and leadership ability. Through these four selection levels, it is basically possible to determine whether they are suitable to stay in boss. " Adan said.

Lemons that pass the selection will become "calves" of novices in the workplace, full of potential, but what they need more is to transform their potential into future work ability through correct guidance. At this time, professional vocational training becomes very necessary.

Diversified training

In the learning process of lemon teenagers, Boss Electric pays special attention to the implantation of the company's core competence, and uses strategic courses to cultivate talents and build organizational ability.

For example, in the course of cost control, the following relevance expansion will be made in the training content: First, the relevance between enterprise strategy and training objectives will be simulated mainly through sand table exercises; Secondly, the future role orientation and the relationship between post responsibilities and training objectives are mainly reflected in two aspects: content analysis (responsibility analysis, task analysis and key action analysis) and process analysis (workflow and task level); Third, the correlation between employee development and training objectives is reflected in the cost consciousness in the development channels.

"In terms of multi-channel innovation, the company will organize a salon to share activities, and invite industry experts, marketing elites, consultants and supermarket leaders to explain the development trends and strategic marketing knowledge of the kitchen appliance industry at home and abroad." Adan believes that it is essential to prepare lemons with knowledge and ability.

In the form of learning, various training forms are interspersed, and the combination is optimized according to the content and teachers (see chart 2).

Intensive training: optimizing the class teacher

Being an example of behavior, a spiritual reader and a spiritual companion is the goal of every class teacher in Lemon. Every year, the company will look for employees who are suitable to be class teachers from the last "Lemon Boys". After nearly half a year's project investigation, various activities (such as periodic examinations, military training, corporate culture speeches, literary reports and performances, etc. ), the winner will become the class teacher next year.

After strict diversified training, Lemon Junior will also participate in 10 days of militarization training, 1 month of workshop rotation, and one and a half months of office internship. Through these practical training, help them understand the operation process of the company and get familiar with the work content of each position. "in the lemon project, we emphasize' seamless docking'. In other words, lemons can go to work directly without a probation period. This is also the training goal of the lemon project. " Adan further said.

In terms of preparation, the lemon before graduation belongs to the human resources department and is not managed by other departments. This means that the human resources department of Boss Electric should consider how to match lemons to various departments through training and learning. Because Lemon Boy needs to compete for employment, he can finally decide whether to enroll after a written interview, so if Lemon Boy is not hired, he can continue to choose other positions or continue to study and wait for the next recruitment.

"Different from the general training mode, our lemon plan does not promise the direction of distribution, but optimizes the distribution of talents through the way of job competition in this department. Those who fail will eventually be eliminated. " Adan said.

plan

Dedicated and persistent quick professionalism.

Sunflowers always bloom towards the sun, which means a kind of concentration and persistence. The training goal of Sunflower Program is to rapidly improve the professional ability of employees.

"As a person who has been in the workplace for 2 ~ 3 years, salary may be an important factor in their job choice, but more importantly, the value-added space of the job can bring. This is also the original intention of our project. " Adan said.

Therefore, in the sunflower plan, employees who have been in the company for 2 ~ 3 years are the key targets. Boss Electric will introduce the tutorial system, build a platform for them, guide them to develop into professional channels, and finally cultivate highly professional departmental business backbones and young expert talents.