Wednesday, September 29, 2010

Why the new emphasis on staff training


The thought of tomorrow will officially report for duty to the company, and Li Yang at heart felt extremely happy. The company is the industry's very powerful "new enterprise", he graduated from prestigious universities to the corporate network center first began his work life. Although his specialty is not computer-related, but marketing, but his great good time on the computer, or in the junior year, he began to help companies develop application programming and software systems. Thought in the final round of interviews, general manager of his appreciation, Li Yang, the certainty that tomorrow will be attracted to them these new college graduates to organize some "wonderful program", such as senior managers met with the congratulations of my colleagues welcome to the Ministry of Personnel of the company's detailed description of the circumstances and complete employee handbooks. Li Yang, some students have to work a half a month, many students are pleased to tell his own company, how enthusiastically accepted the "new man" ... ...

However, the first day to his disappointment.

He first came to the Ministry of Personnel, Ministry of Personnel to confirm that Li Yang, the company has been on the phone to tell the network center manager Wang Li Yang came and took him to their jobs. After some time, manager Wang Chen was sent to his assistant, Chen politely held out his hand and said: "You are welcome to join our company! Mr.Wang a hurry can not come, I will arrange some of your things." to the network center, Chen pointed to a paper and office supplies piled the table and said to him: "Your predecessor resigned away few days ago, we have not had time to clear the table, sort it yourself first!"
Finished, Chen proceeded as busy again. To noon, Chen Li Yang to the restaurant with, tell him to do at some of their procedures to the relevant departments, leading a number of office supplies. In the dinner, Li Chen, where small number of cases about the company, lunch with some colleagues in the office, talked for a while, but he was disappointed the company did not do as he thought he was warmly received, attention he .

The next day, Mr.Wang see Li Yang, called him into his office began the task assigned him. When Mr.Wang After much talking, Li Yang was about to remind some of the ideas on their own to talk with him, a phone call came, Li had to return to their computers start thinking ahead to his work, his work is a network creation and maintenance. He knew that he needed to deal with a lot of people, but he did not know who is who, had their own open picture.

On the third day, Li was manager Wang "lesson" a few. Original, manager Wang Li Yang is to send a document to the upstairs of the Finance Department, Li sent later, it went on his own work. After a child, Manager Wang came up and asked him: "to finance it? Who take it?" Li Yang replied: "pay go, is a woman then, she told me there Well put . "Mr.Wang a look of displeasure and said:" to your work, you must report the results to me, you know? "Li Yang said although the lips" got it ", but his face was revealed dissatisfaction with the look. Manager Wang asked what his views, Li Yang is busy covering up said: "Manager Wang taught right, I hope you lot after the guidance!" Li Yang believes that too many of these details over, and their work completed on the line, is simply Manager Wang would like to show this is leading.

These few days, Li Yang, feel better is to think of two other colleagues for their pretty enthusiastic. A girl is their first two alumni, and the other boy is the sort of joke, pretty well to "create" an atmosphere of people. Li Yang They asked: "Can we always received new employees?" Alumni said to him, "the company is this style, the staff gradually adapt themselves gradually into the company." "The company's founder is Several engineering Dr. tricks they think too much is not much use, adaptation on the left, not suited to the leave. Many people left because of the company's pay is not bad! "the boy said to him.

On the weekends, Li about the students out to dinner, talking about his first week of work, Li and looking out at the bright sunshine, a steady stream of vehicles, loss and said: "awful!" ... ...

What is the new employee training and development?

As the case in Li Yang complained: "awful!" Many companies training and development for new staff to do poorly, as many people think: "do not report for work that is! Slowly, employees naturally will be familiar to all, to adapt to all! why the fanfare then what? "the beginning of this chapter, a new employee training and development from concept to explain the new staff training and development.

New employee training and development, also known as pre-job training, pre-vocational education, education into the plant, is an enterprise of the state's employees from an outsider into an enterprise's processes, the staff member from a group into another group process, employees become familiar with and adapt organizational environment and begin preliminary planning his career, positioning their role, began to play to their talents. Successful new employee training and development has gone deep into the employee's behavior and mental level, as opposed to job training for new staff training and development is the beginning of group interaction.

Workplace, employees often pre-education, but a shallow, about his company's culture, policies, procedures and the introduction of it, no amount of new employees, but is distributed to a number of manuals, or in the office with them factory floor or fly and to pocket the ring. In the article at the beginning of the case, the new employee training is considered unnecessary, so that my colleagues have become new employees "into the Secretary of education" subject.

For the graduates, just enter the workplace into the community, they are the same as a piece of paper, different corporate cultures will be a different color and images. Students from a school turned into business people, employees and business if you want to pursue a win-win, companies must pay attention to the new staff training, systematic planning of new employee training. Just graduated from technical colleges and schools, they will face a completely new and unfamiliar environment, and their behavior to the inner experiences and feelings will be some changes, large or small.

For those from another unit into the company's new employees, they want a kind of organizational culture into a different organizational culture. They worry about whether they adapt to new jobs, would be appreciated by their superiors, will get along with colleagues, their company's future prospects and so on.

Of the enterprises, new employees during the transition period first came to be a business enterprise in accordance with their own feelings and how to choose their own performance evaluation to determine whether they should seek the development of the company or as a springboard, and the company's corporate culture, management actions will affect new employees in work attitude, performance, interpersonal relationships.

What new employees will face the problem?

Study found that new employees enter the company will face the beginning of the following three typical problems:

* Groups will be accepted?
Everyone will have such feelings - into a new environment, will be accepted in this small group? Once there was a character of some of the girls within enterprises has just entered the beginning said to me: "In school, students say, work more difficult for people to get along, I saw a lot of magazine articles reflect the work of Interpersonal complex relationship. I am now very worried, do not know my colleagues will not like me, I will be others gossip, my private life would not be unduly interfere with other people.'ve heard, many students work at the beginning are as difficult to get along with my colleagues but for the work. I wish I could luck a little bit! "

Easy to see that only when the girl selling the above concerns completely smoke cloud dispersion, she can be in a happy mood to fully display her talents.

* The company will honor its promises?
Many enterprises in order to be able to attract the best talents in the recruitment pm to good promise, but once the employees into the company, giving rise to a false case, or requiring the employees of the conditions of too much given to employees too little. Guidelines relative to the staff, business history and objectives, the staff is more concerned about their wages, benefits, vacation, development prospects. Only their personal interests are protected, they can psychologically accept the corporate culture into the company's groups, or they would show the negative, even positive, they are also preparing to leave for work experience opportunity and quit.

* How the work environment like?
The working environment here, both said working conditions, location, including the company's relationships, work style. New environment is to attract new, or exclusion rookie? Colleagues will take the initiative to contact with new employees and told them the necessary working knowledge and experience? First job was guiding you? Whether they fully understand their responsibilities? In order to complete the work, they get the necessary equipment or working conditions? The problem is directly related to the evaluation of new employees and impressions of the business.

New employee training and development need

So that new employees get career information necessary to begin to adapt to organizational environment.

Through pre-employment training activities, new employees are familiar with the workplace, understand the rules and regulations and the promotion of enterprise, the standard salary increase, a clear organizational structure of enterprises and development goals, which will help new employees adapt to the new environment.

* Clear job responsibilities, operating procedures to adapt to new career and master certain operating skills, beginning competency.
Through the employee handbook, job descriptions, necessary visits and some skills training, new employees clear their tasks, responsibilities, lines of authority and reporting relationships, adapt to new working processes, the use of some of the work is no longer unfamiliar to help new employees begin to do the job.

* To establish a good relationship, gradually being accepted by certain groups to enhance staff awareness and team spirit.
Communication through participation in the primary game, teamwork courses, set up the new team of staff awareness, but also the old staff and new employees full access finance, mutual exchange, to form a good relationship.

* By a certain attitude and behavior change in integrated campaign to promote the new staff to change its role from an outsider into an enterprise of people.
New employees into the enterprise or from school or from another business to the enterprise, the professional understanding of the concept of leadership, professional life, "rules of the game" and have their own different interpretations. The enterprise's mission to be implemented, in order to make business operations and brand objectives are maintained, enterprises need to own the business philosophy and corporate culture into the conduct of staff and concepts of systems, which enable employees to be Ben's business Zhen Zheng "Corporate people."

* For the recruitment, selection and recruitment, career management and provide feedback.
Through job training, new employee recruitment and selection activities in the "create" the illusion will be exposed to the wrong person in charge or recruitment of cognitive and subjective bias will be confirmed, but new employees will fully demonstrate their overall image and enhance the business understanding of the staff, this will give recruitment, selection and career management information feedback.

New employee training should include the contents of the

In order to develop effective new employee training program, we first check whether your new employee training program content should be included.

* Company Overview
Effective training program for new employees should first comprehensive understanding of the staff, understanding of the company, reduce strangeness, increase intimacy and sense of mission. About both the physical and material conditions, such as work environment, work facilities, but also intangible, such as the company's business processes, business philosophy and so on. In general, the company profiles should include the following information:

1. In the workplace and facilities;
2. Corporate history, mission and vision;
3. Enterprise products, services and work processes;
4. Business customers and market competition status;
5. Corporate organizational structure and an important figure.

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鈼?閭?鏂板憳宸ュ叡杩涘崍椁愩?
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鏂板憳宸ュ煿璁唴瀹规竻鍗?br />
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琛?-2 鏂板憳宸ユ枃浠惰妫?煡娓呭崟
鈼?鍏徃鏈?柊缁勭粐缁撴瀯鍥撅紱
鈼?鍏徃鏈潵缁勭粐缁撴瀯鍥撅紱
鈼?宸ュ巶鍘傚尯鍥撅紱
鈼?鏈夊叧鏈伐涓氥?鏈叕鍙告垨鏈亴宸ヤ綔鐨勯噸瑕佹蹇靛拰鏈锛?br />鈼?鏀跨瓥鎵嬪唽鍓湰锛?br />鈼?宸ヤ細鍚堝悓鍓湰锛?br />鈼?宸ヤ綔鐩爣鍙婅鏄庣殑鍓湰锛?br />鈼?鍏徃鍏紤鏃ヨ〃锛?br />鈼?灏忛浼樻儬琛紱
鈼?宸ヤ綔缁╂晥璇勪环鐨勮〃鏍笺?鏃ユ湡鍙婄▼搴忓壇鏈紱
鈼?鍏朵粬琛ㄦ牸鍓湰(濡傚緛鐢ㄨˉ鍋垮拰璐圭敤鎶ラ攢) 锛?br />鈼?鍦ㄨ亴鍩硅鏈轰細琛紱
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鈼?淇濋櫓璁″垝鍓湰銆?br />
琛?-3 鍩硅閮ㄩ棬璐熻矗浜虹殑妫?煡娓呭崟

鍏徃姒傚喌
1. 娆㈣繋璇嶏紱
2. 鍏徃鐨勫垱涓氥?鎴愰暱銆佸彂灞曡秼鍔匡紱
3. 鐩爣銆佷紭鍔垮拰瀛樺湪鐨勯棶棰橈紱
4. 鍏徃鐨勪紶缁熴?涔犳儻銆佽鑼冨拰鏍囧噯锛?br />5. 鍏徃鐨勭壒娈婁娇鍛藉拰鍔熻兘锛?br />6. 浜у搧鍜屾湇鍔★紝涓昏鐢ㄦ埛鎯呭喌锛?br />7. 浜у搧鐢熶骇鍜屽鐢ㄦ埛鎻愪緵鏈嶅姟鐨勬柟寮忋?姝ラ锛?br />8. 鍏徃鍚勭娲诲姩鐨勮寖鍥达紱
9. 缁勭粐銆佺粨鏋勩?涓庡瓙鍏徃鐨勫叧绯伙紱
10. 缁勭粐鎸囨尌绯荤粺锛?br />11. 涓昏缁忕悊浜哄憳鐨勬儏鍐碉紱
12. 鍚勫洟浣撲箣闂寸殑鍏崇郴銆佹湡鏈涘拰娲诲姩銆?br />
涓昏鏀跨瓥鍜岃繃绋嬩粙缁?br />1. 鎶ュ伩锛?br />2. 鍔犵彮鍒跺害锛?br />3. 杞彮鍒讹紱
4. 鎵g暀锛?br />5. 鎶樻墸锛?br />6. 宸ヨ祫棰勬敮锛?br />7. 宸ヤ綔璐圭敤鎶ラ攢锛?br />8. 宸ヨ祫鐜囧強宸ヨ祫鑼冨洿锛?br />9. 鑺傛棩宸ヨ祫锛?br />10. 浠樿柂鏂瑰紡锛?br />11. 璐拱鍐呴儴澶勭悊浜у搧鐨勭壒鏉冿紱
12. 鍚戣捶娆鹃儴闂ㄩ敊璐凤紱
13. 绾崇◣鏂规硶銆?br />
灏忛浼樻儬
1. 淇濋櫓閲戯紱
2. 浜哄淇濋櫓锛?br />3. 宸ヤ汉濂栧姳锛?br />4. 鐥呫?浜嬪亣锛?br />5. 閫?紤璁″垝鍙婁紭寰咃紱
6. 椤鹃棶鏈嶅姟锛?br />7. 鍖荤枟鍙婂彛鑵斾繚闄╋紱
8. 娈嬬柧淇濋櫓锛?br />9. 鑺傘?鍋囨棩(濡傦紝鍥藉銆佸畻鏁欑殑鑺傛棩銆佺敓鏃? 锛?br />10. 鍐嶈亴鍩硅鏈轰細锛?br />11. 鑷姪椁愬巺銆?br />





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Monday, September 27, 2010

Wong Lo Kat: Benchmarking the danger of



The new "Food Safety Law" was formally implemented on June 1, in which the strict rules on food additives is a bright spot. The latest from the promulgation of the new food hygiene in public events, that is just not long ago settled the Wong Lo Kat incident.

No one would have thought that the crisis had not "Prunella" incident actually turned into a massive surprise that Wong Lo Kat crisis, the anger of public opinion critical networks, major media events relish playing, hard-line consumers the firm support of the official proceedings constitute a postmodern spectacle market.

Recourse nature of the event seems no longer important, and shouting with delight Querang netizens attack with emotional release channels, Wong Lo Kat unfortunately become a mass entertainment media era victims.

Exposure compared to Johnson, Sanlu added melamine, milk, light milk skillet, Nestle excessive iodine, from the perspective of enterprise crisis, Wong Lo Kat's "Prunella" event and not much of value - but why the events small logo will be upgraded into a national dynamic of "inverted Wong Lo Kat" wave? in the "inverted king" of public opinion bore in front of Wong Lo Kat contributions one million businesses act of charity Why was consciously forgotten? Wong Lo Kat annual local government and industry to create great interest and value of such non- people mentioned?

As our in-depth analysis of this "inverted king" tide of public opinion behind the emotions, we will find that the core source of public attacks that it was not Wanglaoji red tank top did not identify the pharmacological effects of Prunella this pettiness Instead, Wong Lo Kat to become "the first Chinese beverage cans," this ambitious goal, trigger, or attract a lot of blame, hostility, hate, or gloat over the psychological.

This is actually a company in the benchmarking process of the dangers inherent in the trap.

When a person for any opportunity suddenly became rich overnight, and he vowed to become the country's richest man, its trigger hostility and hate psychology certainly overwhelming. Wong Lo Kat's competitors in the view, the arrogance of Wong Lo Kat put on public trial of the platform to become the target is only a matter of - "Prunella" incident broke out, deepening, diffusion only "down King" are caught a fuse.

From herbal tea to drink, Wong Lo Kat's gorgeous turned in to find a blue ocean product positioning, rapidly expanding market space, but also set a lot for their new rival, Wong Lo Kat's competitors are no longer Huangzhen Long, supernatant drink Deng old herbal tea, but Wahaha, Huiyuan and Coca-Cola!

With the scale and strength of the upgrade, expansion of the scope of this competition is a normal phenomenon, but as Wong Lo Kat in the beverage industry, surging, and the high-profile proposal to be "the first Chinese beverage cans," which makes the beverage industry veteran who many places If a thorn in the back. While the company's benchmarking Wong Lo Kat has a clear goal, but public sentiment easy to automatically become a target of attack.

Around the outside of beverage industry, the self-benchmarking companies repeated the non-poor conditions in fact, almost every industry has become the first impulse of Hope leader who has become a leader in call panacea, but many companies are looking to the ambitious goals of the distance only beautiful scenery, but forgotten in the benchmark set at the same time, it is actually perfect for the business is covered with a model of moral crisis of the bubble - when the public found that business model has not been fully realized as a moral demands, resentment inevitably turbulent emotions out, bit of a crisis event can quickly be brought together into a vast sea of the crisis, those companies swallowed without adequate preparation, this is the business process of benchmarking the danger.

As a benchmark for corporate, public or industry to its brand, products, business operations and other aspects of positive expectations will greatly enhance their bit harsh mistakes or blame must redouble, Wong Lo Kat "Prunella" event just for cruising but has been find the emergency exit provided the public mood to vent channels - in contributions from the incident forced the door open apology Wang Shi, Mengniu melamine incident in public tears of Niu Gensheng, although two have been the benchmark of entrepreneurs and a model figure, but When their words or actions when mistakes, the tide of public opinion, to be brutally swept them and their business behind completely inundated, leaving no trace of sensibilities.

Benchmarking of business as a huge public pressure to bear snails in it harsh or irrational accusations are actually understandable. But a review of the industry, excellent business are critical in the line before the amendment, excellent enterprises are more perfect in the blame of their own operations. From this perspective, "Prunella" event for Wong Lo Kat, is not only a crisis of the warning, but also a chance to think anti-bow: the road of corporate benchmarking should be more along Gairuhezou more stable?







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Tuesday, September 14, 2010

Business is business had to kind


Business is business, any business will go to the operation of enterprises according to market rules, choose their own mode of operation, not a single benefit to the customer sacrifice their development prospects.

Recently, Xiamen scholar Culture Communication Co., Ltd. with playing two big, one look good, one looks bad. Previously, Xiamen scholar minimum cost of 10 million, a blog in the industry made a personal blog ads triggered wide attention, from the discussion and the results are usually advertising or promotional costs 100,000 yuan can not match. To date, companies in Xiamen, the lead scholar, domestic agents to form more than 600 search channels "one stop" service alliance, hoping to confront powerful search operators competing for the search business voice of the industrial chain.

This is a great Hukouduoshi Xiamen scholar suspected. In the industry seems willing to risk universal condemnation Xiamen scholar reason, must have been search operators exploit too powerful, or else who would dare contest of strength with the search engine giants do?

In response, the Alliance's core sponsors, Xiamen scholar Fu De Kun, vice president, said a key aim of the League is to "resist search operators burning bridges-style marketing strategies, competition for Qudao agents the right to speak." Fu De Kun according to the statement, Search operators are generally let an agent to nurture customers, when the agency has grown about 200 customers, the agents then obtained by a client resource, the implementation of direct marketing. Then find a new agent to the reclamation market, so that more and more direct customers, and each one eventually for new agents, "one level to become cannon fodder." Accordingly, the alliance, the slogan is "against the hegemony, refused to capital, create a win-win situation, protect the market."

If you really like the character Dekun say, then the search operators is clearly not kind. However, from the market perspective, search operators, it will also be justifiable, after all, business is business, a company will operate according to market rules Qu companies choose their own mode of operation will not be a single benefit to the customer sacrifice development prospects. The operator chosen marketing strategy is right or wrong, that is another dimension of the problem. It is said that the reason why the search channel business operators greatly dissatisfied, partly because of pre-paid human, material and financial collapse, the other is the search operator does not honor commitments, pricing, policies and services random changes and changes in the agreement did not comply.

However It is curious that, if the search is really on the channel operators have committed to agents, distributors Why the alliance to use legal means rather than in it? In this regard, the author estimated that the so-called carrier is most likely an oral commitment, not writing. If there is no written agreement, the search operator is wearing the most "no kind" hat, and commitment and not law. In other words, operators only to maximize their own interests to pursue, it is beyond reproach in the market.

Of course, the writer whether there is a formal agreement, as the standard to judge right and wrong sides, not the practice of search operators to acknowledge. In fact, from the domestic search market situation and development stage, the operator still can not channel agents. Take Google is, Google's international direct sales approach has been adopted, but to China, or choose a channel agent approach, the current agency in the country has reached as many as seven.

Clearly, operators are still dependent channels in the business strategy when the selection pressure on the search service market development is extremely detrimental, especially in China's search market is still in cultivation period, far from matured. Based on this, some people think that operators are "Banded", "Terra Tragedy."

In my view, the direct way to increase agency search services market is definitely the future of the mainstream, but on the current case, agents should also be the first choice, direct marketing only as a secondary way. Therefore, operators do not violate market rules, even, but the establishment of their own interests above the suffering of the channel business practice nor desirable. The business is on the channel, it should be bought a lesson, the cooperation in the future must consider the risks.






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