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September 26th, 2005 18:30 Sina Finance
China Human Resources Development Network Chu Heming
Employee's most valuable asset
Chen Yunque, director of human resources and training of Nestle (China) Co., Ltd., introduced that Nestle's first joint venture factory in Chinese mainland started operation on 1990. Today, Nestle Group has accumulated about 7 billion yuan of foreign direct investment.
China has 265,438+0 world-class factories with more than 65,438+02,000 employees. Nestle's rapid and healthy growth is not unrelated to its talent strategy. She said that "employees are Nestle's most precious wealth, and Nestle employees have always been the key factor to bring Nestle spirit into life". It is this "human" spirit that has led Nestle to develop from a small company to a leading food company in the world today. Nestle has so many employees of different nationalities, which is rare in the world. Nestle combines local and international talents well and gives full play to their potential and ability, so as to provide consumers with quality products anytime, anywhere and in any way.
Recruitment system engineering
In terms of recruitment, Director Chen introduced that Nestlé has many recruitment channels, including internet, newspaper advertisements, job fairs, campus recruitment, internal recommendation, headhunting and cooperation with different business schools. In order to recruit people that Nestle is satisfied with. For example, she said that our campus recruitment process is a systematic process: posting recruitment information online, campus interviews, screening job letters, talking to personnel departments and personnel evaluation centers by telephone, interviewing personnel department managers (or interviewing personnel teams) and making decisions, thus making recruitment scientific and standardized. "And the interview questions we set for job seekers mainly focus on behavioral issues, which will change according to different positions and job seekers, but we don't have standard questions or answers. "
The necessary ability for newcomers to choose.
"Nestle Greater China recruits a certain number of new people every year to adapt to the company's fast-growing business. In 2004, about 65,438+0,000 new employment opportunities will be created, covering different regions of China, Hongkong and Taiwan Province Province. Positions include sales, marketing, finance, personnel, technology, etc. " Director Chen said that this is also the demand of recruitment in 2005.
When choosing new people, we hope they have a wide range of interests, a good overall education, a responsible attitude and behavior and a healthy body. Generally speaking, the manager of Nestle should have the following important qualities:
Personal commitment;
Courage, perseverance and calmness;
Ability to cope with pressure;
Learning ability;
Open-minded and understanding;
Communication skills;
Stimulate and develop the ability of employees;
Ability to create an innovative atmosphere;
Look at the problem according to the situation rather than in isolation;
Keep promise, match words with deeds;
Willing to accept change and have the ability to cope with change;
International experience and understanding of other cultures.
Attach importance to training and deepen the future.
In 2004, a total of 65,438+065,438+0,000 people from Nestle Greater China participated in our training courses and seminars, which means that almost every employee participated in training at least once in 2004. Why do we attach so much importance to training? Director Chen's understanding of talent training is that in Nestle, we believe that "human factor comes first", and the success of Nestle is the story of those who have contributed. It is their unremitting efforts in exploring and developing new markets, new products, new brands, new systems and new technologies that have made Nestle's outstanding achievements today.
The management and leadership principle of Nestle is to mobilize employees at all levels to actively participate in the company's affairs. After selecting the right candidate, Nestle is actively committed to giving leadership responsibilities to potential and promising local employees in Greater China. Continuous learning is essential, especially in our rapidly changing and developing environment. We provide continuous comprehensive training for employees at all levels, and at the same time, we have trained more and more important employees with high potential, in order to prepare them for higher management responsibilities.
Talent evaluation quality ranking
In talent evaluation, "we not only look at their functional ability and experience, but also pay attention to those who have the quality and potential to become Nestle managers", which has the potential of career development, plus a positive attitude and long-term commitment to the company is the most important criterion for our recruitment. "Nestle also gives priority to the quality requirements of talents," said Director Chen. Among them, attitude, enthusiasm and loyalty are always the most important qualities. Of course, different posts rank the above qualities differently. Generally speaking, Nestle's quality requirements in talent evaluation are as follows:
English ability
Adaptability and flexibility
Attitude/enthusiasm/loyalty
Interpersonal skills
Ability to work independently
Teamwork skills
Leadership skills
creativity