Management trainee is a foreign term, which is a special project with the main goal of "cultivating future leaders of the company" in foreign companies. For example, the campus recruitment of the four major foreign banks is divided into three channels: interns, staff and MT.

1.MT is generally time-limited. For example, Hang Seng MT is 4 years, Standard Chartered MT is 2 years, and HSBC MT is 1 year.

2. During this period, MT will quickly rotate posts in various departments, participate in a lot of classroom learning, and fully grasp the company and industry knowledge. For example, Standard Chartered MT is said to take the exam 14 for two years, and then rotate various positions in three departments.

3.MT will be assigned to a relatively senior leadership position after graduation, usually a department or team leader. In the future, the promotion speed is relatively fast, so MT has the reputation of "helicopter".

4.MT's salary growth rate is also very fast. Because it took the company 2-4 years to train an MT, its biggest fear is job-hopping. In fact, MT is the key target of headhunting companies. Once dug, the salary is usually doubled or even tripled. I read a brother's blog before. MT, a foreign bank, has a monthly salary of 20K after graduation and applies for 40K at a time. Two years later, he jumped ship for 60,000 pounds. At this time, he is not yet 30 years old. .........

5. Well-managed central enterprises have recently started to engage in MT projects, which are called "reserve cadres" in Taiwan Province Province.

A report published by consulting firm McKinsey is widely quoted. This report predicts that in the next 10 ~ 15 years, there will be a gap of 75,000 middle-level management talents who can work effectively in the international market, while at present only 3,000 ~ 5,000 such talents meet the requirements. According to a survey released by Hewitt earlier, more than 80% of foreign-funded enterprises in China are facing the pressure of talent shortage, among which the most shortage is middle and senior managers.

Intra-industry mobility and headhunting no longer seem so effective. It can alleviate the shortage of managers more or less in the short term, but it is not the best solution in the long run. Many companies have begun to try the practice of internal training. As a rapid training method for management talents, "management trainees" have won the favor of multinational companies.