China Garment Conference Interprets The Concept Of Enterprise Talent Training: Talent Selection Is The Key.

The key to an enterprise's rapid progress and development, good strategic direction and sound operation system is talents.

On the afternoon of November 23rd, in 2012 China

On the three session of the forum, "talent: mechanism and enterprise management", the participants held a positive discussion around the talent development of brand enterprises.

Hu Chengchu, executive director and vice president of China Limited, stressed: "at present,

Faced with a series of international and domestic risks and challenges, we must strengthen our introspection drive to meet such challenges, and the main internal driving force of enterprises is still talent.

Ningbo Pacific bird fashion women's wear

Ou Limin, chief executive officer of CEO Ltd.

Ningbo Taiping bird fashion women's fashion women's clothing Limited company CEO chief executive officer oli min summed up: enterprise talent to "live my blaze", and share with the enterprise case: "2012 lunar new year, I and Taiping bird women's clothing department together completed a 55 kilometer zipper activities, through rich willpower activities to make employees deeply understand the unity of the enterprise needs the joint efforts of everyone, and then build a sustainable and competitive team."

According to oli min, integrity and integrity, sincerity and fraternity and passion are the key to enterprises to choose talents. What enterprises need to do is to select talents, mainly by internal training, and at the same time carry out external introduction, giving employees reasonable remuneration and welfare.

Zhejiang Semir

Xu Bo, director and executive vice president of Limited by Share Ltd and general manager of Barbara Business Department, told us: "Semir insists on maintaining 80% of the talents in the enterprise, and has established a training system for university students. Through the continuous nurturing of newcomers, it helps the rotation of new and old employees and effectively prevents the rigid internal system of enterprises."

Zhejiang

Xu Bo, director and executive vice president of apparel Limited by Share Ltd, general manager of Barbara Business Unit

In terms of talent selection, Semir pays more attention to human character than manpower, and requires staff integrity and dedication. "Semir brain drain rate is probably less than 3%. The reason is that we have implemented a better and competitive salary strategy to attract professional talents, including promoting the enthusiasm of internal talents.

On the other hand, the mechanism is to retain people, to have incentive mechanisms, and to have corresponding communication.

Xu Bo said.

"When a person comes to an enterprise, he can integrate into it and make contributions to the enterprise to create wealth. We can call it" talent ".

When he continued to contribute to the development of the enterprise, and the enterprise also gave him a lot of wealth, he became the wealth of the enterprise. At that time, he became "human wealth".

Hu Chengchu, executive director and vice president of China Li Lang limited, said at the meeting.

Hu Chengchu, executive director and vice president of China Limited

If an enterprise arranges talents in suitable positions, it can exert its greatest energy and bring benefits to enterprises.

Hu Chengchu said that we should do well in three aspects of educating people, first of all, counseling psychology, adapting them to the environment, followed by training will, and finally training their business conditions.

Besides, people should be "courteous and courteous".

Wu Jianmin, chairman of Shandong sulang dress and adornment Limited by Share Ltd

Shandong sulang clothing and apparel Limited by Share Ltd owns 7 sub brands. Chairman Wu Jianmin has just divided the Shandong headquarters into Yantai headquarters, Shanghai headquarters and Beijing headquarters. He concluded that he should boldly delegate power and delegate talents to enterprises.

"We can see in the Shu Lang Park that in addition to the standard and clean working environment, we have also built sports and entertainment venues for employees so that they can work in a relaxed mood. I personally believe that enterprises need to constantly develop ways to cultivate talents in the Chinese market in accordance with the development form of China, and create a team that can withstand the drop and beat of the cultural system and never go with the flow.

Zhang Yong, deputy general manager of Chi cube brand marketing communication cluster management consulting department

On the way to the workplace, it is generally believed that 80 and 90 are irresponsible people. Actually, I hope that no matter as managers of enterprises, they will go deep into their lives and look at their living conditions, and they will know why a child will leave for hundreds of dollars. Why do those good companies organize more activities after 80 and 90? That means that this generation is calm, not a very big reaction to the external stimulation, which means that if you bring something to him today, it is not enough for him to trust and be moved, then these people will not work well as the enterprise expects. Nowadays, after 80 and 90 are the people who pay more attention to the society. The generation after 80 has become the backbone of the enterprise, and the post-90s have already been the backbone.

Zhang Yong, deputy general manager of Chi cube brand marketing communication cluster management department, sighed.

Chen Guoqiang, director of the Institute of industrial economics, China Apparel Association

Finally, Chen Guoqiang, director of the Institute of industrial economics of the China clothing association concluded, so I personally feel that economic pformation will change the types of talents, the structure of talents, and the mechanism of talents. Enterprises should first fully understand the role of talents; second, talents have played a positive role; third, every enterprise has its own characteristics; fourth, enterprises have their own differentiation.

In addition, enterprises must understand Internet technology and understand green recycling. The Internet and renewable energy are the stage of returning to nature. No matter what kind of talents, enterprises need to develop their traditions at high speed under objective conditions, create new mechanisms with new ideas and ideas, and make good use of our new talents.