What are Haier's campus recruitment requirements?

What is lacking now is not talents, but the mechanism for producing talents. The responsibility of managers is to create innovative space for each employee by building a "racetrack", so that each employee can become an independent SBU.

Specifically, the horse racing mechanism includes three principles: first, fair competition and meritocracy; Second, the position is suitable for its ability, and people do their best; The third is rational flow and dynamic management. In the employment system, a set of "three jobs coexist and dynamically change" mechanism is implemented for excellent employees, qualified employees and probationary employees. In the cadre system, Haier classifies and evaluates middle-level cadres, and every cadre's position is not fixed, and it will be rotated at the expiration. The essence of Haier's human resources development and management is to give full play to everyone's potential ability, so that everyone can feel the competitive pressure from within the enterprise and the market every day, and can turn the pressure into the driving force of competition. This is the secret of the sustainable development of the enterprise.

Case: "My innovation is on CCTV News Network!"

Li Shaojie, the order manager of Haier Refrigerator No.2 Division, was very excited when he mentioned August 3, 24: "CCTV News Network broadcast my story. At that time, I was still in the workshop, and my lover called me, so don't mention the joy! Later, many relatives and friends called to congratulate. During this period, I have made some achievements in the process of promoting lean production, and the beat of sheet metal line has improved from 2 seconds/set in the previous period to 19 seconds/set. This time, the company chose me as a typical broadcast on CCTV, which made me understand more: only innovation can succeed! "

On this day, Tian Fengqing, the inspection monitor of the washing machine division, is also unforgettable: "Mom, you are amazing, you are on CCTV News Network!" On the evening of August 3, I was watching a series at home when I suddenly received a phone call from my son at my grandmother's house. My die-hard fan dad didn't even watch the game and grabbed the microphone to congratulate me! That was on July 31st, when CCTV reporters interviewed my innovative achievements on the spot. When I got home, I told you about it. I didn't expect the fans' dad to change the channel immediately every time the "News Network" was broadcast. Even the Asian Cup was "very painful to give up what one favours". I waited for three nights and finally saw the report! When I went to work the next day, I was greeted by congratulations from my colleagues, and I simply became the focus of the factory! Seriously, if it weren't for Haier, I would never have been on CCTV. Take this innovation as an example. I just put forward an idea: the technicians in the factory will soon transform an advanced instrument by combining the two testing procedures of the washing machine's' withstand voltage' and' grounding'. If you want to be in another enterprise, it may be useless to mention it. Luckily, I'm from Haier!

In Haier, the most touching thing is that many ordinary employees in ordinary jobs can do their own work with heart; In order to improve production efficiency, ordinary workers on some production lines engage in a technological reform, and they go home and spend their spare time to do it. If everyone can create, invent, do their work well and improve their work one step further, no matter what difficulties we can overcome!

everyone wants to be respected by others and his own value recognized. As long as employees create value for customers, you will affirm its value, which is the core of management.

2. combination of authorization and supervision-full authorization must be combined with supervision

Haier group has formulated three regulations: the position should be controlled, the promotion should depend on competition, and the post should be rotated at the expiration.

"Being in control" has two meanings: first, cadres should be able to control themselves, restrain themselves and have a sense of self-discipline; second, the group should establish a control system to control the work direction and objectives and avoid making directional mistakes; Then there is financial control to avoid violating the law and discipline.

"Promotion depends on competition" means that the relevant functional departments should establish a more clear competition system, so that outstanding talents can follow this system, so that everyone can feel pressure and display their talents to the fullest, so as not to bury talents.

"rotation upon expiration" means that the main cadres should have their term in a department, and then rotate the departments after expiration. This is to prevent cadres from working in a department for a long time, their thinking is rigid, and they lack creativity and vitality, resulting in no new situation in departmental work. The rotation system can also increase training opportunities for young cadres, become generalists, and cultivate more human resources for the future development of enterprises.

3. Talent, talent and human resources

Zhang Ruimin, CEO, made an analysis of what corporate talents are. He proposed that corporate talents can be roughly divided into the following three categories from low to high:

Talents-these people want to work, but they also have some basic qualities, but they need to be polished. Enterprises should have investment and they also have the desire to become successful.

talents-these people can quickly integrate into the work and get started immediately.

human resources-these people can bring great wealth to the enterprise through their efforts.

for Haier, a useful person is a "talent".

the embryonic form of "talent" should be "talent". This is a blank of "talents" and a "raw material", which requires enterprises to spend time carving. But in today's fierce market competition, which is called "the speed of life and death", we don't have this time.

the development of "talents" is "human wealth". "Talents" are easy to use, but easy-to-use people do not mean that they can bring wealth to enterprises; As the minimum quality, "talents" agree with corporate culture, but with corporate culture, they may not create value for enterprises immediately. It is not enough to have corporate culture, but also to create wealth for enterprises, so that people can become "human wealth."

It is not our ultimate goal whether it is the "talents" that have been carved and available or the "talents" that can be used immediately and easily. What we are looking for is "human wealth" that can create wealth and value for enterprises!

Only "human resources" are the top talents! If you come, you can create wealth and value for the enterprise! If our enterprise wants to flourish, it is necessary to fully discover and use "human resources".

4. Today is a talent, and tomorrow may not be a talent.

The definition of talent depends on the value created for the society. Every Haier person should and can become a talent and create greater value for the society.

Talent is a dynamic concept. Nowadays, the market competition is very fierce. Today, talent is not necessarily talent tomorrow. Haier people should constantly surpass themselves and constantly improve their own quality.

how to constantly improve their own quality and become eternal talents? You must have your own ideals and goals! If there is no firm goal, you will be hesitant and shaken in the process of improving your own quality and self-challenge. Everyone in Haier has his own dream, and this dream must be combined with Haier's great goal of creating a world famous brand.