10 月 25 day battery business unit "HR leader and backbone of the Competition for speech" in the industrial area Zhongkai training room. There are three and seven external members of the community participated in the competition for internal staff presentation. Desai, general manager of Feng Daming cell division, Group Human Resources General Manager Mao Haiguang Desai, the battery division in charge of the four modules and the Division Director and other management center 8 of the competition for speaking staff on-site reviews and play points.
The competitive selection of 10 candidates participated in an average of 7 years of HR experience. The player full of energy, self-assured. Them from the personal introduction, career planning start from the point of view of their HR more advantages and disadvantages; insights from the experience to analyze their own strengths and weaknesses; from the direction of career planning to show their ambition in HR. Understanding about the work of HR, the player is from the HR and business relationship management, HR function within the system module, HR reaction of the market environment such as angles, analyzes the relationship between the HR function within the module, discusses HR and the various departments, HR and performance of the work relationship and effect of HR evaluation indicators and so on. We all tried the new economic environment to reposition themselves in the work from the past to find a breakthrough point.
Judges question the external players focused on the individual's work ethic, ability to adapt to the industry after the conversion and some open issues. Such as "Give an example of the successful introduction or promotion of senior personnel within the mining example", "Please talk about your understanding of management talent." Internal players of the past, judges tended to resolve work issues point highlights the work experience, ideas and attention. Such as "Please talk about the case of the implementation of these ideas and personal insights," "based on work status, priority should be what the work" and so on.
Will be close to seven hours of competition for the end, the Group General Manager HR Gross Total comments: This is a touching competitive selection activities. HR management in thinking this place was to show, by the collision and the sharing of ideas, I believe the level of cell division of the HR time in the future will be a higher level.
Finally, the battery division made a speech Feng total. He said there is nothing, in the development of enterprises, the human factor is most important. Since its establishment, training and the establishment of a more stable senior management team, but also in human resources to carry out a relatively low level, insufficient attention to the person's work, the company in satisfaction of lower-level employees of the company in a relatively low state. The future, we should give full play to human resources management functions of human resources and sales into R & D, financial and other equally important sectors. Pingzong Jiang stressed four points: 1, HR personnel to the difficulties of the enterprise's situation and the complexity of the work have a full understanding, theory with practice, according to company personnel in different periods on the different needs, and according to corporate internal and external environment change, to find more suitable for the construction of the corporate human resources and effective method. 2, HR executives need to work and participation of all employees. The company HR executives to fully understand the importance of the work, and actively work to become the main promoters of HR and Advocates. At the same time, HR executives who have actively sought the understanding and support, not behind closed doors. 3, HR personnel should actively promote the company to establish an effective evaluation system and evaluation indicators. We want to enhance HR work standards, clear objectives, and improve evaluation methods, in the company to create an open and fair performance evaluation and personnel evaluation system. 4, the company's compound development needs more talent. We are supporting not only to establish a management mechanism, so that company personnel the ability to work key positions, the management level is improved, increasing the value of talent to achieve, but also continue to explore, to attract and train more operators to understand, good management of the complex talents. In the future, the introduction of the company strategy of internal and external talent is a mature development of a employing a continuously the value of people into the company's core management team, promoting the company's development.