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Talent concept
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Ideas determine

1, from the top to the person's basic assumptions, such as theory X and theory Y human nature assumption in management. Under the two hypotheses, determine the concept of talent is not the same. Not only considering the environment in different people demand is met to consider factors that affect people's work efficiency, especially to the later, the feelings of the factors are also considered in, "respect the individual" and "humanized management" has become the talent concept of many companies.

2, from the relationship between the enterprise and the staff on the positioning on certain. The relationship of positioning in different enterprises on the division of work, job evaluation, salary allocation are reflected. Japan's enterprise idea is "we are a team", and the idea of corporate America is "hire the best people. When in the recruitment selection, the Japanese enterprise emphasizes the spirit of cooperation, and corporate America emphasize individual ability. This is the day, the United States joint venture to the general manager appointed by the point of view are at opposite poles.

3, can locate from the requirement to the behavior of the employees. This situation is the most obvious comparison is "rational management" with the difference of "quick action", or "compliance culture" and "personality innovation" the concept of two kinds of difference. In such two different concept of talent, enterprise top management on the talent requirements, selection, appraisal method also exist obvious difference.

4, from the attitude toward talent localization, such as haier "not race horses," IBM "internal selection and training". As some enterprise, continuous work for 10 years, without the prior approval of the chairman of the board of directors of the company and the President, shall be classified as temporary layoffs and permanent fire object, in this way, the enterprise culture to stimulate staff's work enthusiasm has played a very big effect.Talent concept of fuzzy the greatest harm is caused the company personnel policy continuity. Because there is no clear concept of talent, the company's personnel policy will be for internal or external environment change and change, and the company's employees don't know how I should do is right, the end result is the enterprise employee behavior standard, the diversity and dynamics of too much, lead to enterprise staff is invalid behavior affected human resources into full play.

differences

From the value of the talent standards: IBM first respect is the value of a man, the association value is employee of company values, the talent concept is obviously different. IBM is one of the most successful classic three words: "respect for people". These three words is IBM's core enterprise culture, is also a basic belief of the workforce: a, respect for the dignity of every member of an organization and rights, fully arouse the enthusiasm of the employees' work; Second, pay attention to customer service, strive to one hundred percent customer satisfaction; Three, excellence, and strive to perfect as any service.

All IBM founder Thomas firmly believe that success comes from every employee's efforts, to respect employees as IBM development, changes and the foundation of success, as a result, the distinct personality of each employee and potential in the IBM can get enough respect.

The lenovo employees are divided into four kinds, one kind is recognized lenovo's values and the performance of, this is, of course, is the best; The second is ability is very strong, can keep out of the performance, but not necessarily acceptance of enterprise culture, lenovo in talent and motivation for such people and development to consider the different strategies; The third class is very value of lenovo, but do not out performance, lenovo is to focus on strengthening the training of culture; The fourth class couldn't disagree and the performance, of course it is not retained. Lenovo director of human resources consulting services Deng Zhixin said: in general, lenovo's talent concept is want employees to associate personal pursuit into the long-term development.