In general, an organization can acquire talents through external recruitment or internal development. Recruitment may was a easy way, but HR managers would find more and more difficult to get suitable talents with reasonable salary. Another issue is the new talents are difficult to integrate into organization because of different culture, management system and working habit. Therefore, all of organizations in the world are placing great emphasis on internal talents acquisition.
There are two ways to get the talents from inside of the organization: Candidate selection and job analysis.
The analysis of the internal talent mechanism to a famous Chinese international enterprise will be an example. This successful case has entered the MBA program of Harvard University, which has been widely studied and used for reference by many enterprises in the global world.
Haier Group, One of the most famous Chinese household electrical appliance manufacturer, entered Fortune Global 500 list in 2018, ranking 499th. Founded in 1984, it at one time was on the verge of bankruptcy. Now, it has become a famous brand of global household appliances. Its products have been exported to more than 160 countries and regions in the world.
There are two ways to get the talents from inside of the organization: Candidate selection and job analysis.
The analysis of the internal talent mechanism to a famous Chinese international enterprise will be an example. This successful case has entered the MBA program of Harvard University, which has been widely studied and used for reference by many enterprises in the global world.
Haier Group, One of the most famous Chinese household electrical appliance manufacturer, entered Fortune Global 500 list in 2018, ranking 499th. Founded in 1984, it at one time was on the verge of bankruptcy. Now, it has become a famous brand of global household appliances. Its products have been exported to more than 160 countries and regions in the world.
Haier's success is closely related to an excellent employment mechanism. Haier believes that everyone is a talent, the key is to bring out the best quality and potential of each person.
Haier Group's employment mechanism comes down to two major theories: “The talents development theory of ball on the slope" and “Racing horses instead identification".
1, The talents development theory of ball on the slope
Haier figures everyone is like a ball on a slope. If the market competitive is more fierce and the enterprise is bigger, the Angle of the slope will become more sharp.
Haier find that staff's inertia is the resistance of talent development. Improving their own quality, overcome the inertia and constantly forward to the goal, which is the only way for developing their own, otherwise they will slide and be eliminated. The impetus of stopping talent slide down from the slope is employee's quality. This quality comes from every bit of cultivation, from the strict management forcing out.
Therefore, Haier implemented a comprehensive cleaning and control of every day, every person and every thing, in order to control the problem in the smallest scope, solve in the shortest time, reduce the loss to the lowest degree. This is Haier's “OEC" (Overall Every Control and Clear) Management System. This kind of management mode has been recognized and used for reference by many enterprises.
Haier find that staff's inertia is the resistance of talent development. Improving their own quality, overcome the inertia and constantly forward to the goal, which is the only way for developing their own, otherwise they will slide and be eliminated. The impetus of stopping talent slide down from the slope is employee's quality. This quality comes from every bit of cultivation, from the strict management forcing out.
Therefore, Haier implemented a comprehensive cleaning and control of every day, every person and every thing, in order to control the problem in the smallest scope, solve in the shortest time, reduce the loss to the lowest degree. This is Haier's “OEC" (Overall Every Control and Clear) Management System. This kind of management mode has been recognized and used for reference by many enterprises.
2. "horse racing does not judge horse"
Haier chooses and uses talent in the competition, push talent to his position which belong to him to race, let him in the actual work to play the greatest potential, so that everyone can be in their proper position to make better use of their strengths.
Haier divides employees as probationary employees, qualified employees and excellent employees, this three types of employees are transformed dynamically. Through careful and scientific racing rules and strict work performance assessment, all employees can be promoted, demoted, won or eliminated in the dynamic competition. Probationary staff who work hard can be turned into qualified staff or even excellent staff; Those who do not work hard will be transferred from excellent employees to qualified employees or probationary employees. More strictly, each evaluation time must be proportional to determine the probationary staff.
In this way, everyone has a sense of crisis. "Horse racing” in here, following the "survival of the fittest" iron rule. Anyone, can not be satisfied with the results of the existing. Whoever does not try to make progress will be eliminated by the harsh competition.
In fact, this is a kind of embodiment and guarantee of the theory of slope sphere talent development as well.
Haier divides employees as probationary employees, qualified employees and excellent employees, this three types of employees are transformed dynamically. Through careful and scientific racing rules and strict work performance assessment, all employees can be promoted, demoted, won or eliminated in the dynamic competition. Probationary staff who work hard can be turned into qualified staff or even excellent staff; Those who do not work hard will be transferred from excellent employees to qualified employees or probationary employees. More strictly, each evaluation time must be proportional to determine the probationary staff.
In this way, everyone has a sense of crisis. "Horse racing” in here, following the "survival of the fittest" iron rule. Anyone, can not be satisfied with the results of the existing. Whoever does not try to make progress will be eliminated by the harsh competition.
In fact, this is a kind of embodiment and guarantee of the theory of slope sphere talent development as well.
This comment has been removed by the author.
ReplyDeleteA good blog to study how Talent Management is being practiced at Haier. Most of the companies fail on this process.
ReplyDeleteThis blog gives an overall understating about Haier and its work practice, which were not known.
ReplyDeleteI got a very clear understanding throughout this blog. Recruitment process is the first step in creating a powerful resource base.
ReplyDeleteHaier has 38% of the global home electronics market according to recent statistics. It's good to understand their methods which have driven them to success. Having this type of selection process will give the organization a clear idea about the employee's capacity, capabilities and true colors.
ReplyDelete