盗墓笔记,我吃西红柿,古风君子以泽

When an enterprise develops to a certain stage, in order to obtain sustainable development in the fierce competition market, the enterprise must have the correct strategy, good organization and management ability, and the talent team is undoubtedly the foundation of the whole company's development.
Only through the division and cooperation of excellent teams and the implementation of effective market strategy can enterprises develop healthily. As a leading supplier of network equipment in China, the training of human resources mainly focuses on R & D personnel, customer service personnel and marketing personnel. In 2008, the company formally cooperated with international well-known human resources companies and established a scientific talent quality model. By clarifying the requirements and standards of the company's strategy for talent ability, we deeply believe that we can select talents who can promote the strategic development of the company in the talent recruitment. In general, we implement a three-stage training program for new employees
Career planning
For new employees, the company will carry out different skills and cultural training according to the job characteristics. The human resources department issued a standardized system and process, organized professional lecturers, developed targeted courses, and trained new employees in all aspects of basic knowledge, product knowledge, professional molding, and corporate culture.
After having the basic post skills and career direction, the company will initially plan the personal career development plan according to the ambition and ability trend of the individual in the work. For R & D personnel, Suntrust provides a dual channel development path for technical experts and technical executives. Technical experts focus on technology development and innovation to solve technical problems; technical executives are good at grasping the project direction and product planning, leading the team to complete the development task; similarly, for customer service personnel and marketing personnel, deep conviction also provides two kinds of talent training directions: business direction and management direction.
That is, the business work is divided into three parts: core quality, professional post quality and leadership quality, and different training methods are applied to the right people. Such as through the tutorial system, so that the same type of talent counterpart training, rapid improvement. For the talents who focus on technical route, the company continuously strengthens the post ability and achievement pride of technical talents through systematic technical training, practical project experience accumulation, and learning among skilled talents; After they lead their colleagues in R & D, they will continue to improve their ability to communicate with customers in terms of project management and technology.
The above career development planning is not unchangeable. Through the closed-loop process of talent selection, training, appointment, use and education improvement, the company and individual constantly adjust the direction of career development and let the company and individual choose the best development path.