Indeed, when the company developed to a certain stage, in order to obtain a competitive market in sustainable development, companies must have the right strategy, good organization and management capabilities, rich talent team of professional ethics, and the development of talent is undoubtedly the entire company foundation.
Optional Yangjae culture through excellent team of division of labor, productive marketing strategy implementation, enterprises can benign development. As a leading network equipment suppliers, deeply convinced of the human resource development mainly for research and development, customer service, marketing personnel categories. 2008, the company officially human resources company with internationally renowned Hay cooperation to develop the scientific quality of talent model. Through a clear corporate strategy on human capacity required standard, deeply convinced select the recruitment strategy can promote the development of human resources for the company culture. Deeply convinced that the implementation for entry-level employees are generally three stages of training programs:
Career Planning
For new recruits, the company will be based on job characteristics and different skills and cultural training. HR introduced standardized system processes, organizational professional instructor team, develop targeted programs for new employees basic knowledge, product knowledge, professionalism shaping corporate culture training in all aspects.
Possess basic job skills and career direction, the company will be based on individual performance at work ambitions and capabilities trend, the initial planning of a personal career development plan. For R & D personnel, deeply convinced of technical experts, technology executives dual channel development. Technical experts main technology development and innovation, to solve technical problems; technology executives good at grasping the direction of the project and product planning, led the team to complete development tasks; Similarly, for customer service personnel, marketing personnel, SINFOR also provides business direction and management direction categories Training Programs.
Coming into the core operational work quality, professional job quality, leadership qualities three o'clock, on the right person is subject to different training methods. Such as through mentoring, so that their counterparts in the same type of talent cultivation, rapidly increasing. The main technical route of talent, the company through the system of technical training, the actual project experience, technical learning among cattle, etc., continue to strengthen technical personnel positions abilities and achievements pride; technical management class route for walking talent, In the accumulation of considerable technical capabilities, the company will train its leading R & D team, led project operation, with customers, communicate with colleagues and other markets, the accumulation of its programs, products, ability to control and improve their leadership.
These career development planning is not a static, through the election, training, appointment, using a closed-loop process to improve education, companies and individuals to constantly adjust the direction of career development, allowing companies and individuals to choose the best path of development.
