JD.COM has always emphasized the development opportunities of employees. In addition to the existing internal staff training, it is also a very good way to recruit new graduates to be management majors, so that they can understand and identify with the company's values and concepts more deeply and adapt to the characteristics of all aspects of company management.
As a manager of a company, we must pay attention to our employees as much as our customers. Although everyone is working hard, there is an atmosphere in which everyone feels that it is necessary for entrepreneurs to pay attention to and understand the feelings of employees in order to work together for future goals.
No matter how urgent the business is, we should gradually form our own corporate culture and ideas. The newly-built team is very small. The reason why we become a team, not a group of men and women, is that we all have the same goals and pursue the same values.
Extended data
In JD.COM, people's values are always the first, and only when values match can their abilities be considered. All employees are divided into five categories, namely, gold, steel, iron, scrap iron and rust, according to the quantitative measurement standards of ability, performance and value system.
People with good values and good performance are gold. Most employees have good ability, good performance and good values, belonging to steel. Values are good, but the ability is a bit poor, it is iron. What doesn't work in ability and values is scrap metal.
Strong ability, but not enough values. It's rust and must be resolutely removed. In JD.COM, the manager is not allowed to bring many colleagues from the original unit. Only two people are allowed to take it and report directly to you. This is a management regulation to prevent the formation of factions.