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Indeed, after the enterprise has reached a certain stage, in order to achieve sustainable development in a highly competitive market, the company must have the correct strategy, good organizational management capabilities, and a professional ethics team. Talent is undoubtedly the development of the entire company The basics.

Only good people can be cultivated. Only through the division of labor and cooperation of excellent teams and the implementation of productive market strategies can the company develop healthy. As a leading domestic network equipment supplier, the human resources training of Sangfor mainly targets R & D personnel, customer service personnel, and marketing personnel. In 2008, the company formally cooperated with internationally renowned human resources companies to formulate a scientific talent quality model. By clarifying the company's strategic requirements for talent capabilities, we are convinced that in the recruitment of talents, we can select talents that can promote the company's strategic development for training. Convinced that three-stage training programs are generally implemented for onboard employees:

career planning

For newly recruited employees, the company will conduct different skills and cultural training according to job characteristics. The human resources department has issued a standardized system process, organized a professional lecturer team, developed targeted courses, and trained new employees in all aspects such as basic knowledge, product knowledge, professional modeling, and corporate culture.

With basic job skills and career direction, the company will initially plan an individual career development plan based on the individual's aspirations and ability trends in the job. For R & D personnel, Sangfor provides a dual-channel development path for technical experts and technical executives. Technical experts focus on technical development and innovation, and solve technical problems; technical executives are good at grasping project direction and product planning, and lead the team to complete development tasks; for the same reason, for customer service personnel and market personnel, Sangfor provides two types of business direction and management direction Talent training direction.

That is to decompose business work into three qualities: core quality, professional post quality and leadership quality, and apply different training methods to the right people. For example, through the mentoring system, counterparts of the same type can be trained and improved rapidly. For the talents who are mainly engaged in the technical route, the company continuously strengthens the technical personnel's job ability and achievement pride through systematic technical training, actual project experience accumulation, and learning among technical cattle. For those who follow the technology management route, After accumulating considerable technical capabilities, the company will train it to lead R & D teams, lead project operations, communicate with customers and market colleagues, etc., accumulate its ability to control projects and products, and continuously improve its leadership.

The above career development plan is not static. Through the closed-loop process of selecting, training, appointing, using, and improving education, companies and individuals continue to adjust their career development directions so that companies and individuals can choose the best development path.

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