How to recruit, educate, utilize and retain people in private enterprises

Introduction: Development is the hard truth. What is suitable is the best. Qiaoxing Group pioneered the listing of private enterprises in the U.S., private enterprises to acquire state-owned enterprises to make cell phones, built six science and technology parks, with communication terminals and new energy two platforms, diversified development in the field of high-tech, is China's top 500, top 100 electronic and brand-name enterprises, Qiaoxing Group, why can create a number of miracles? The human resource strategy of Qiaoxing Group is one of the key factors. The turnover of Qiaoxing Group in the past four years is 600 million, 1.3 billion, 3.2 billion and 7 billion respectively. ...... is enough to show that Qiaoxing's human resource strategy is successful and Qiaoxing's management method is effective. In order to promote the faster and better development of private enterprises, and to promote the private enterprises to be stronger and bigger quickly, I have investigated and researched the four aspects of Qiaoxing Group's recruiting, educating, employing and retaining people, and I have written the following report. Human Resource Strategy Out of the Box In order to fully implement the idea of people-oriented management, Qiaoxing Group raises human resource management to the height of strategic management, establishes human resource management department, and sets up a professional team of human resource management. 2001, Qiaoxing Group set up the position of human resource director, and coordinated the planning of human resource management of the 31 companies belonging to the group. In 2001, Qiaoxing Group set up the post of human resources director to coordinate and plan the work of human resources management in 31 companies of the Group. Five new human resources departments were set up in the subordinate companies of the Group. The heads of the three human resources departments in Huizhou, Beijing and Shenzhen all have more than eight years of experience in human resources management in large-scale enterprises of the same kind, and the Group's human resources department has recruited a number of undergraduates in human resources management in order to improve the overall level of human resources management specialization. In Qiaoxing Group, the idea of people-oriented management has become a popular trend, has been y rooted in people's hearts, has become Qiaoxing's business philosophy and the essence of corporate culture. Walking into Qiaoxing, everywhere can see the implementation of people-oriented strategy of eye-catching slogans: Shenzhen BaoYa has "people-oriented, to the legal system factory", Qiaoxing mobile "talent is the driving force of development", Qiaoxing group headquarters "talent is the most valuable asset of Qiaoxing" and so on. Talent is the most valuable wealth of Qiaoxing" and so on. In July 2003, Chairman Wu Ruilin of Qiaoxing Group personally led the "eight kings" to CECT (65% holding of Qiaoxing) to optimize human resources, and blew the horn of Qiaoxing's implementation of human resources strategy with a shocking momentum. The introduction of people from all rivers in the sea The sea has a great capacity to accommodate all rivers. The reason why Qiaoxing Group can develop rapidly is that Qiaoxing Group attracts all kinds of human resources from all over the world. In Qiaoxing workers, both in foreign gold-plated "sea turtles", but also Qiaoxing own cultivation of the "Tu Bailu", both from the urban college regular army, but also from the poor rural children, both out of extraordinary airborne troops, but also mobility problems. The "local eight" are both regular soldiers from urban universities and the sons and daughters of impoverished rural areas, airborne soldiers with extraordinary skills, and people with mobility disabilities. In order to establish the employer brand, improve the recruitment efficiency and publicize the company's image, the group's human resources also prepare recruitment brochures, make recruitment posters, participate in school-enterprise seminars, and various activities conducive to improving the employer brand image of Qiaoxing Group. 9 November 2003, Mr. Wu Ruiling, chairman of the board of directors of Qiaoxing Group, gave a speech at Tsinghua University and Peking University, which is another wonder of Qiaoxing Group in attracting talents from colleges and universities. For the introduction of middle and senior talents, Qiao Xing Group has not yet adopted expensive headhunting services, but mainly adopts the following methods: recruiting on professional recruitment websites; attending on-site job fairs; placing newspaper job advertisements; searching for various types of talents in CV databases; recruiting on the Group's website; internal staff referrals; campus recruitment, etc. In the recruitment work, it always adheres to the principle of openness and openness, and always insists on the principle of "openness". In the recruitment work, we always adhere to the principles of openness, fairness and impartiality, and employ the most suitable talents on the basis of merit. Through a variety of effective measures, Qiaoxing Group has attracted various types of professionals at all levels. Among the middle and senior management personnel and professional and technical personnel working in Qiaoxing, many of them are professional talents from famous enterprises at home and abroad, such as Motorola, Nokia, Philips, Siemens, Panasonic, LG, Samsung, Lenovo, Haier, TCL, ZTE, Huawei and so on, all of them are the main suppliers of middle and senior talents for Qiaoxing Group. In the recruitment process, Qiaoxing also supports some disadvantaged groups. Such as the disabled, poor college students, poor migrant workers. Disabled people due to congenital deficiencies, it is difficult to find suitable jobs, Qiaoxing specializes in providing accommodation and work for disabled people to facilitate the recruitment of more than 100 disabled people in Qiaoxing training and employment. The employment of disabled people not only solved their own food and clothing problems, but also drove their families out of poverty to become rich, and achieved good social benefits. Huizhou Disabled Persons' Federation also set up a training and employment base for the disabled in Qiaoxing Group, and Qiaoxing has been honored as an advanced unit of China's Guangcai Project, and its experience has been popularized in the whole country. It is difficult for college students to find jobs, and it is even more difficult for poor college students to find jobs because they cannot get their graduation certificates due to tuition arrears. Qiaoxing Group makes great efforts to help the poor college students, and pays all the fees owed to the school for those who are employed free of charge. This year, Qiaoxing hired 15 poor college students from Shaoguan University, for whom Qiaoxing paid tuition fees ranging from a few thousand to tens of thousands of dollars. Poor migrant workers have no way out, such as Guangdong, Jiangxi, Hunan, Hubei and other provinces, part of the poor areas, labor resources are rich, but are very poor, information is closed, the cultural level is low, it is difficult to find a job, Qiaoxing Group Human Resources Department took the initiative to contact with the local labor and employment departments, has helped more than 600 poor migrant workers to get a job. Creating Opportunities to Cultivate People It is Qiaoxing's important idea to cultivate people by letting workers grow with the company. Qiaoxing cultivates talents in two ways: firstly, providing suitable working opportunities to cultivate people in actual work; secondly, cultivating people through professional training. Working in Qiao Xing, there are two routes of training and development. As Qiao Xing has been growing rapidly at an exponential rate every year since its establishment, it provides a lot of promotion opportunities. At the same time, with the improvement of the employees' business ability, the level of the employees will be gradually upgraded. For example, there are four grades for general workers and four grades for technicians, and six grades for special jobs. Staff are divided into two categories: managers and technicians, each category has six grades. For example, the promotion order of managers from low to high is: general staff, commissioner, supervisor, manager, general manager, president. The promotion order of technical staff from low to high is: technician, senior technician, assistant engineer, engineer, senior engineer, chief engineer. The Human Resources Department of Qiaoxing Group has a training center with special staff in charge of employee training, and all trainings are carried out according to the needs and plans. There are the most basic induction training, safety and fire training, ISO9000 training; there are also skills training to improve business quality, such as marketing skills training, communication skills training, etc.; there are also management skills training, such as target management, performance management, human resource management, etc.; there are also advanced training to keep pace with the times, such as Six Sigma training, WTO knowledge training, etc.; there are also systematic specialized training, such as maintenance staff training courses. There are also systematic specialized training courses, such as maintenance personnel training courses. Through special training and job practice, most of the middle and senior management personnel and professional and technical personnel of Qiaoxing Group are trained by themselves, and there are countless workers who have grown up with the enterprise in Qiaoxing Group. Qiao Xing Group financial director Shi Jie, from a grass-roots accountant training up; Cao Chao, general manager of the telecommunications company, from a warehouseman training up; Qiao Xing Development Company general manager Wu Jingbiao, from a technician training up ...... Qiao Xing's high-speed development for the workers to provide a multitude of opportunities for development. Many workers in order to be able to better development in Qiaoxing, self-funded amateur learning professional knowledge and skills, and actively participate in all kinds of professional qualification exams and assessment, Qiaoxing group for on-the-job self-study workers to provide a variety of convenient, greatly improve the comprehensive quality of human resources in Qiaoxing group. Zhong Lianhua, the marketing director of Qiao Xing Telecom, received the MBA degree certificate of American International University in Singapore through two years' efforts. In Qiaoxing Group, there are a lot of people who are attending various advanced training courses organized by Tsinghua University, Peking University, Sun Yat-sen University and other management institutes, and there are even more people who are taking qualification exams for accountants, economists, human resource managers, lawyers, translators and other qualifications. Unconventional use of people The rise and fall of the enterprise, the key in the use of people. Qiaoxing can develop rapidly, the key is to use people properly. Qiaoxing can be divided into two ways to use people, the first is to rely on trust to manage, mainly the early development of the enterprise, the rules and regulations are not sound, the enterprise scale is not large, most of the managers at this time are actually in the leadership of Mr. Wu Ruilin executives. The second is to manage by performance, mainly in recent years, the rapid expansion of the enterprise scale, the company hired a series of middle and senior managers, Qiaoxing Group from the family management gradually to the process of scientific and democratic management over the employment strategy. The hiring principle of Qiaoxing Group is to emphasize education more than ability, and to emphasize seniority more than performance. In Qiao Xing Group, as long as you can complete the work goal according to the requirements, even if the secondary school has not graduated, still can be the general manager. If you can't accomplish the work goal or even bring losses to the company, even if you are a doctor who studied in the U.S., you still have to be laid off. Family business, is to talk about the work efficiency of the enterprise, the capable on, mediocre let, incompetent under the embodiment of the fullest. There is a general manager, working in the company for nearly a decade, due to the past two years, the work performance is not ideal, Wu Ruilin, chairman of the board of directors after thinking again and again, had to "tearfully cut off the horse Su", replace the newcomer. In the old days, there were two times in the palace, now there are two into the Qiao Xing. Because Qiaoxing does not remember the past, a good horse also eats back grass. In Qiaoxing work, for some reasons, leave Qiaoxing, and later return to the Qiaoxing situation, in the middle and lower positions in the very much, in the senior positions also have many examples. This is the fruit of Qiaoxing's unconventional use of people. Currently the chairman of Shenzhen Baoya Company (wholly owned by Qiao Xing Group), Mr. Zhang Haibin, six years ago was the deputy general manager of Qiao Xing Group, left Qiao Xing due to personal reasons, and returned to work in Qiao Xing in 2002 to assist the group's vice chairman Wu Zhiyang to acquire and take over the China Electricity and Telecommunication Company (CECT), after CECT got on the right track, and then transferred to Shenzhen to serve as chairman of the board of directors of the Baoya Company. Why can a professional manager become the chairman of the board? This is Mr. Wu Ruilin, Chairman of Qiaoxing Group, the implementation of family business management transformation and the crystallization of human resources strategy. Most of the family business is "invited to the doctor and their own prescription", professional managers are difficult to play a role. In order to give full play to the role of professional managers, Mr. Wu Ruilin, Chairman of the Board of Directors, made a bold attempt to let go of the use of professional managers. Except for major decisions that need to be reported to Chairman Wu Ruilin of Qiaoxing Group for review and approval, Mr. Zhang Haibin is responsible for all day-to-day operation and management. The 18 branches of Qiao Xing Group are either under the responsibility of Chairman Wu Ruilin or under the responsibility of Chairman Wu Ruilin's three sons. Shenzhen Baoya is the first pilot company that is not located in the group's location, and is completely handed over to professional managers for operation. Mr. Zhang Haibin is the first person who has full authority to operate the subordinate enterprises of Qiaoxing Group. Now the staff team of Shenzhen Baoya Company is stable, with high morale, standardized internal management, steady growth in the market, and the corporate benefits have greatly exceeded the expectations of Chairman Wu Ruilin. The success of reusing professional managers in Baoya Company has greatly strengthened the determination of Chairman Wu Ruilin to boldly use more professional managers. Chairman Wu Ruilin's principle of employing people is that both integrity and wisdom; both trust and supervision. Integrity is the basic principle of choosing a person, but if a manager only integrity without wisdom, in the fierce market competition, in the unpredictable sea of business, may be deceived. Trust and reuse a person, we must strengthen the supervision and management, otherwise, the appointment of the merits and demerits of the person can not be evaluated. Through supervision and management, the appointee can be monitored and problems can be dealt with in a timely manner. Excellent appointees should be recognized and encouraged, mediocre appointees should be guided and assisted, and appointees who are not competent for their work should be adjusted or dismissed. Qiaoxing Group's way of employing people is from managing with trust and relying on feeling evaluation to comprehensively overdoing it with target management and relying on performance. Qiaoxing Group is fully implementing the KPI system, target management, performance appraisal and profit sharing. The appraisal results are mandatory sorting, elimination of the last place, the staff's performance level is linked to the individual performance salary, and the individual's income is linked to the company's efficiency. Multi-pronged approach to retaining people Retaining people is the source of enterprise development. If an enterprise can't keep the core backbone, and the main force cultivated by itself runs to the competitors to work against itself, the enterprise will surely go into extinction. Qiaoxing Group attaches great importance to the retention of the core backbone, six methods and used to retain the required talent: high salary to retain people, feelings to retain people, career to retain people, the environment to retain people, incentives to retain people, development to retain people. 1, high salary retention. High salary is an important lever to retain talents. Every year, Qiaoxing Group purchases the salary and benefit survey report provided by authoritative professional organizations as an important basis for the development of Qiaoxing Group's salary and benefit system. The Human Resources Department of Qiaoxing Group has formulated a highly competitive salary system based on job as the core, seniority as the basis, market-oriented, performance-based, fairness as the premise, and incentives for the purpose of the industry. Qiaoxing's salary and benefit system*** is divided into three major parts, eight grades and 50 levels. The three main parts are basic salary, performance salary and welfare subsidies. When the company introduces talents, it adopts the method of friendly negotiation with reference to the company's salary standard to determine the staff's salary. For individual senior talents that the company needs urgently, if the required compensation exceeds the company's standard, after a comprehensive assessment, the company can report to the chairman of the board of directors for signing and approving the appointment. In other words, the company introduces the required talents, and will definitely give them satisfactory remuneration. Shenzhen BaoYa Company, due to better business efficiency, in October 2003, the middle management cadres who passed the assessment were given a general salary adjustment, with an average salary increase of more than 20%. Qiaoxing Telecommunication Company, due to the obvious improvement of business efficiency, Chairman Wu Ruilin raised the salary of employees three times in a row in a year, with an average salary increase of more than 30%. Chairman Wu Ruilin of Qiaoxing Group said: giving everyone a raise is my happiest thing, as long as the company's efficiency is good, I'm happy to give everyone a raise month after month. 2, feelings to keep people. Qiaoxing advocates work as colleagues, life as friends, labor and management are partners, to establish a relationship of interdependence. Whoever wins the hearts and minds of the people wins the world. Qiaoxing Group's business is thriving, mainly because Chairman Wu Rui will "buy" the hearts of people, there are many "death squad" in its service. Chairman Wu Ruilin is a very emotional person, he treats the company's employees as his own brothers and children. The company has a lot of employees' working age is basically equal to the company's age. Chairman Wu Ruilin never puts on airs, he likes to play chess in his spare time, and many of the employees in the company are the chess friends of Chairman Wu Ruilin. Chairman Wu Ruilin pays special attention to the food and living conditions of the employees, personally asks about the food and living conditions of the disabled, and takes time out of his busy schedule to participate in the employee symposiums and get-togethers. When Chairman Wu Ruilin inspected the dormitories of disabled employees, he found that it was inconvenient for disabled employees to turn on the water, and immediately arranged the administration department to install a water heater for each dormitory of disabled employees, for which more than 100 disabled employees were very grateful. The company's middle and senior management personnel to get married, Chairman Wu Ruilin personally attended, and sometimes even presided over the wedding, the parties involved in the gratitude, in the staff as a beautiful story. Many employees, especially senior management and professional and technical personnel are reluctant to leave the company, mainly because of Chairman Wu Ruilin as a mentor and friend, and the company has formed a deep affection. 3. Career Retention. Many workers in Qiaoxing company work at the same time also has a point of their own business, so many Qiaoxing workers in Qiaoxing work, dutifully, the work as their own business to do, never think of leaving Qiaoxing. There are three ways to keep people in Qiaoxing Group's career. The first way is that the company adopts the form of introducing and retaining senior talents by purchasing technology, giving shares, and entrusting them with important tasks. Qiaoxing Roche Water Purification Company, Qiaoxing Permanent Magnet Electromechanical Company, New Material and New Energy Company, etc. all introduce and retain experts and professors in this way. The second way is to senior management and professional and technical personnel, the company entrusted with important tasks, and granted a certain number of stock options or profit commission. By adopting the methods of target management, profit sharing and rewards for over-achievement of tasks, the company's managers can share the fruits of the company's development to retain talents. Many managers are members of the company's board of directors, who can participate in the company's business decisions and share the company's development results, grow with the company***, and achieve their own careers in the process of work. The third way is to have contribution, and learning ability of the staff, the company organizes professional and technical training, provide job practice, so that it can master a technology, achievement. Many employees just entered the company, do not know anything, through the company's training, some when the engineer, some when the repairman, and some learned marketing or management, they work in Qiaoxing at the same time, improve their overall quality, paving the way for the development of their own careers. 4、Environmental retention. Good working environment is also an important way to keep people. Live in peace in order to work happily, Wu Ruilin, chairman of the Board of Directors asked the Department of Administration in the choice of office address, decoration of office space, always put the staff's working environment in the first place. 2003, Qiaoxing Group has five branches of the office renovation, two companies of the dormitory was repaired, on the Shenzhen BaoYa and Qiaoxing Science and Technology Park of the canteen for the renovation, and at the same time Qiaoxing's production workshop are all modified! At the same time, all the production workshops of Qiaoxing have been modified, with air-conditioned workshops, ventilated and breathable, with temperature and humidity regulating equipment, to ensure that the workers are comfortable at work, and that food and accommodation are convenient. Qiaoxing Group spent a huge amount of money on the two science and technology parks have been beautified, into the Qiaoxing Science and Technology Park is like walking into a beautiful park. 5, incentives to keep people. Under the heavy award, there will be a brave man. Qiao Xing Group has set up dozens of awards to incentivize employees who have contributed to the company. Such as performance awards, perfect attendance awards, monthly awards, quarterly awards, year-end awards, rationalization suggestion awards, project incentive fund, general manager incentive fund, benefit commission awards, technical innovation awards, ability to improve the awards, learning progress awards, overproduction awards, savings awards, long-term service awards, outstanding contribution awards and so on. Working in Qiaoxing, there is always a reward for effort. Employees often get unexpected surprises in the process of work. Because of good efficiency, Shenzhen Baoya Company fully reimbursed the transportation expenses of all the employees to go home for the New Year in the Spring Festival of 2004. Qiaoxing Mobile Division, because it started from scratch, grew from small to large, and made remarkable achievements, approved by Chairman Wu Ruilin, Qiaoxing Mobile Division adjusted its salary three times in one year and implemented special salary and benefit systems, such as free lunches, welfare houses, paid annual leave, publicly-funded tours, project bonuses, the setting up of training funds, and profit-sharing. Galilee, CLP Communications, and Shenzhen Burson-Marsteller have successively developed a comprehensive salary and benefit system. As employees often work in a state of effective incentives, so the work enthusiasm is very high, the active departure rate is relatively low. 6、Development to keep people. People go higher, water flows lower. Everyone wants to improve, progress and development. As Qiaoxing in the rapid development of the expansion period, often to recruit senior and middle-level talent, coupled with Qiaoxing consistently adhere to the principle of each position first internal recruitment and then external recruitment, to create a lot of opportunities for employees to improve. 60% of the middle and senior management personnel and professional and technical personnel of Qiao Xing Group are promoted from within. Qiaoxing's training and development opportunities and promotion opportunities are the inevitable choice for many aspiring people to join Qiaoxing. Chiao Hing advocates the development of employees and the enterprise *** together, to create a healthy and abundant life for employees. Working in Qiaoxing Group enables employees to develop and improve their physical and mental health, business ability, comprehensive quality, and quality of work and life in an all-round way. In order to have the source of living water to come, the people-oriented strategy out of the heavy fist. Qiaoxing Group's human resource management closely focuses on attracting, training, utilizing and retaining people, making human resources become the core competitive ability of the enterprise.