Management trainee is a foreign term, which is a special project in foreign enterprises with the main goal of "cultivating future leaders of the company". For example, the campus recruitment of the four major foreign banks is divided into three channels: interns, staff and MT. First, why should enterprises recruit management trainees? When it comes to management trainees, we must first talk about the management and promotion system of talents. What kind of talents are talents? What kind of people should be promoted? What kind of talents can manage a multinational company? I think these problems have to start with the growth of talents. The research of human resources shows that the growth of talents does not depend on how many experiences he or she has had, but on how many challenges he or she has experienced in these experiences. As shown in the following figure, the number of businesses carried out only accounts for 65,438+0% of the capacity growth, while other experiences, such as leading a team (65,438+03%), innovatively solving problems (65,438+04%), and formulating departmental strategies (65,438+03%), etc. InBev has a saying about the challenges that talents need to experience: excellent people, who are allowed to grow in their talent space and get corresponding rewards, are the most valuable assets of our company. PACE here doesn't mean pace or speed, it's the abbreviation of four words:? Challenge people's roles? Challenge the task? Challenge the business role? Challenge the expert role, these are four challenges that a successful business leader must experience. The role of challenger refers to the challenge of team management and coordination; Challenging task refers to the challenge of hosting and managing large-scale projects and tasks; The common role of challenge refers to experiencing and participating in business operations, deeply understanding the market and understanding the challenges of customers; The challenge of Exepert Iseroles refers to the challenge of knowing professional knowledge and being familiar with professional background. Therefore, in the future, a successful enterprise manager, or talent, should experience these four challenges as much as possible in his work. The purpose of the management trainee program is to train future managers for enterprises. Therefore, at the beginning of the design project, most of them arranged internal inter-departmental rotation, leadership training and corporate culture training, so that future leaders could experience these four challenges roughly, in order to let the management trainees get enough exercise and become the top managers of the company in 10- 15 years. Second, how is the typical management trainee program designed? A typical management trainee program usually includes two parts: training and practice. The training part generally includes leadership training, corporate culture training and business training. The practical part will be arranged in the core department of the company, and students will be exposed to all aspects of the company's operation in the form of cross-departmental rotation. Therefore, when judging whether a internship program is suitable for them, the following factors can generally be examined: 1. Whether the company has a complete training program plan; 2. Whether there is a reasonable follow-up plan to ensure the continuous growth of students after the training period; 3. Whether there are opportunities for cross-departmental rotation exercise; 4. Whether the company can provide enough senior management positions in the foreseeable future; 5. Do you conform to the culture of the company? In short, do you like the atmosphere of the company? 6. Whether the working place and intensity meet their own needs; 7. Are you satisfied with the salary and benefits? In order to give you a basic impression of the trainee program, take InBev's global management training livelihood division as an example to introduce the management trainee program. In InBev, the whole project lasts for three years and can be roughly divided into four parts: two weeks of global introduction, four months of on-site training, one month of headquarters training, five months of on-site assignment and the remaining two years of on-the-job training. Let's briefly introduce the contents of each part. Global Introduction (2 weeks) I like to summarize the management trainee program as "global vision, grassroots experience". In my opinion, the global vision includes two aspects. First, when considering problems, I can start from the overall situation and take the world as the stage, thinking big and dreaming big; The second is to get a general understanding of people's thinking habits and lifestyles in various countries and communicate smoothly with colleagues around the world. The initial global introduction of the project is for this purpose, so that every student can get the best opportunity of global vision. InBev's global conference was held in Leuven, a beautiful Belgian town. * * * 94 management trainees attended the training. Their hometowns are all over the world, including Brazil, South Korea, Russia, Canada, Argentina and France ... During the two-week training, we studied the history of the company with our colleagues from all over the world, got to know the current situation of the company together, and had dinner and parties together; Together. Outdoor expansion and fighting together. After the global introduction, the on-site training (4 months) will last for 4 months, including two months of production visits and two months of sales visits. The purpose is to let students know the basic operation of the whole industry, gain first-hand practical experience and fully understand the general situation of the whole industry. (Now going through this stage) HQ Visiting (3 weeks) will experience a one-month internship at the headquarters after learning about the operation of various local wineries, where you can get a general understanding of how the company's financial, personnel, legal, M&A and other departments support the actual operation of wineries. Field work (5 months) should be said that the training in the first 5 months is still a process of knowledge accumulation. From on-site assignment, students can choose production or sales direction and experience front-line work experience. The first job (12- 18months) has first-line work experience, and then the trainees will participate in the operation of the company as junior managers. After working 12- 18 months, students can have a comprehensive understanding of the work, and then they can start applying for the next job. 3. What qualities do management trainees need? Because of the characteristics of management trainees, the company can train them systematically. Therefore, the professional knowledge of management trainees is not very strict, but the comprehensive quality is more important. Although there are many classification methods for each company, there are also many. But the main comprehensive qualities include: enterprising spirit, which is emphasized by many foreign companies. The reason why enterprising spirit is emphasized is that companies generally hope that management trainees can become top managers of the company through training, but this process is bound to be a hard and challenging one, and many sacrifices will be made. Without an enterprising spirit and indomitable spirit, it is easy to give up in this difficult process. Therefore, a lofty goal and unremitting pursuit are particularly important for management trainees. Leadership: there are many understandings of leadership, but in general, it is required to lead the team to achieve the predetermined goals. And this ability is largely exercised in the past management practice. Therefore, when recruiting management trainees, students who have experience in community leadership or other types of leadership are generally biased. Analytical ability: Leaders are bound to face many complicated situations. How to quickly find clues and sort out the mess in complex situations is a problem that leaders must solve. Therefore, in the recruitment of students, the problem of solving problems often appears. Generally speaking, besides being quick-thinking, familiar with the business environment and having business experience, it will help candidates solve such problems to a great extent. In addition, mastering some business analysis frameworks properly will play a good role in solving this kind of problems. Fast learning ability: For management trainees, it is particularly important to quickly enter the industry and take over the work on the basis of analyzing things. Ability to express and persuade: specifically, the ability to express one's own views and achieve communication results. For example, how to use different languages for different interviewees, how to use body language correctly, how to set up conversation scenes and so on. English ability: For most foreign companies, managers must communicate with colleagues all over the world, and a certain English ability is necessary. Fourth, how to apply for management trainees. The so-called know yourself and know yourself. Before applying for a management trainee, the most important thing is to know whether you need this job and what advantages and disadvantages you have for this job. Before you start, you can ask yourself a few questions: 1. I really want to be a top manager, and am I willing to work harder than ordinary people? 2. Can I accept frequent business trips or even changing my workplace? 3. Do I have management experience? 4. Do I have any business experience? 5. Can I handle some difficult problems? 6. If possible, can I communicate and convince others smoothly? 7. Can I communicate with foreigners? If more than four of your answers are yes, I suggest you try to apply for the management trainee program. To know yourself, you also need to know how to recruit general management trainees. Take InBev as an example. The screening process is very strict. There are six steps: 1. Resume screening: preliminary screening of qualified candidates. 2. Written test: Test the applicant's basic abilities such as analytical ability, calculation ability and English ability. 3. Group problem-solving discussion: test the applicant's leadership, expression ability, persuasion ability and problem-solving ability. 4. Behavioral interview: Understand the applicant's past experience, test maturity, past experience and leadership ability. 5. Business case game simulation: test and analyze problems, solve problems, learn quickly, lead, express, persuade, etc. 6. Group interview: interview the company's executives to understand the fit with the company culture, response ability, communication ability, etc. Resume and written test preparation, there are a lot of information on the internet, you can refer to a lot. For the preparation of behavioral interview, please refer to P&G 8. Basically, it is more comprehensive. What is difficult to grasp in several interviews is group discussion, which is an important part of student recruitment. When preparing for this session, I suggest you organize some simulation group discussions. Through personal participation and observation, you will find many problems and skills. Attached is the PPT of group discussion last year, which I hope will help you prepare.