Second, the difference:
(1) The views of management trainees come from European and American enterprises, and those of reserve cadres come from Taiwan Province companies.
(2) Management trainees will have more opportunities to rotate between departments in the initial stage of employment, get more contact with the operation of various departments of the company, have a more macro understanding of the company, and finally be positioned as successors of future managers of the company; Relative reserve cadres are located in a department at the initial stage of entering the company, doing basic work in a department and receiving professional training related to the work of various departments. The final promotion space includes department managers and department non-management senior technicians.
(3) Fundamental difference:
After years of development and accumulation, many well-known enterprises have basically matured their management trainee programs and established a complete training system. Through forward-looking talent recruitment and systematic internal training, job seekers can rotate between different positions and participate in project management. At the same time, experienced managers provide career guidance for job seekers, so that they can have a comprehensive understanding of enterprise operation and corporate culture, and then become independent talents after training. Because the training direction of Guan Peisheng's project is management talents, the project involves a wide range and needs the support and participation of the company's top management. The investment cost of the project is also relatively high, which requires a lot of manpower, financial resources and material resources. Because of its great attraction, the management trainee program is favored by graduates. For example, in 2005, HSBC recruited 20 management trainees, and nearly 10,000 people submitted resumes. Therefore, the recruitment of management trainees is stricter and the requirements for English are higher. Many well-known enterprise management trainees need to participate in international business, and their English requirements are basically close to their mother tongue level.
The training scale, depth and breadth of reserve cadres are insufficient. Job seekers are located in a department at the early stage of entering the company, often starting from the most basic work and receiving professional training related to the work of various departments. The final promotion space includes department managers and department non-management senior technicians. In contrast, the scope of work and promotion of reserve cadres is much smaller than that of management trainees. Most of the reserve cadres may be in the reserve stage, and most of the time they are in the reserve state. It is almost rare to really become cadres, and they must be particularly outstanding and capable lucky. Even now, many enterprises are recruiting under the signboard of reserve cadres, and job seekers are basically no different from ordinary interns after entering the company.
Of course, there are also some companies that want to train their future management talents through the reserve cadre plan, but only in some very excellent large enterprises. However, at present, the reserve cadre plan does not have a complete system and system like the management trainee, and it is still quite chaotic as a whole. Job seekers must carefully distinguish when applying for reserve cadre positions.