On the afternoon of May 15, 2021, Xingzhong Group held the second sharing meeting of the learning organization of 2021 in the MA Association. The event was hosted by Mr. Tao Xiaodong, Chairman of Xingzhong Group. Senior executives Zhang Jinchun, Xing Jun, Zhou Yi, Qin Xiaoqing, Ma Lin, and representatives of subsidiaries Lu Yongdong, Shi Lei, Tao Weifeng, Zhang Xujun, Ji Weibing, Zhang Jianhua, Jin Yan, Chen Shi, etc. attended the event and made speeches on how to think and act in the training and evaluation of new recruits. Before the formal speech, the contents of the last sharing meeting were also reflected and related actions were elaborated.
Mr. Zhang Jinchun, vice president of the Group, looks at the problem from different perspectives, from the leadership of the position to look at the problem, from the perspective of colleagues, from his own to see, from his own needs: professionalism and professional spirit, the complementary character of the team, personal hobbies, inner needs. And from the process of the cost, the early cost of recruitment is much greater than the later induction training, so the needs of candidates must be made, to communicate clearly, can not be blocked.
In her speech, Ms. Jin Yan shared with everyone the "personnel training and evaluation methods brought about by the new enterprise service business in Caolu Park". No matter whether the new business trial results in the increase of personnel's post ability or new recruitment, it is mainly to solve the problems faced by the enterprise, so the superiors of the post must grasp the relevant information more clearly and preferently than the employees, otherwise they cannot guide and evaluate the quality of the employees' work completion.
Ms. Chen Shi shared that "Xinghui Elderly Care improves the entry rate of new people through standardized personnel induction training evaluation procedures." Xinghui Pension through the establishment of new induction training standard process, induction training is divided into short, medium and long-term requirements of different stages, laying a solid foundation for the business undertaking and development of nursing homes.
Mr. Xing Jun, Vice President and Chief Financial Officer of the Group, shared the recruitment and induction training of financial positions. In the actual case sharing, it is explained that a non-financial professional studying architecture, although he has experience in Japanese finance before, has few opportunities to read actual statements. Through internal unified electronic form, accounting subjects and standard assessment, new recruits can have the approval of work output. Prepare for talent reserve and business extension.
Mr. Ma Lin, Director of the Executive Office of the Group, shared the previous experience of actual recruitment and induction training, in particular, explained the importance of using as much as possible during the trial period, and the standardization of evaluation, that is, there should be soft and hard indicators of evaluation, but the final measure should be measured by results. The cost of talent training is very high, so before training, we should first consider whether the candidate is worth training (basic quality, source power, personal needs). Opportunities can be achieved through department rotation, but it must be linked to the specific job.
Group Director Ms. Qin Xiaoqing's speech theme is "Different treatment of different professional candidates' induction training". The superior of the demand position first knows what work should be done in the position, what degree should be done respectively, and the summary during the assessment period of the new person should be fast and effective. For new professionals, the help given is mainly to inform the purpose and requirements of the work, and the relative support and help is the coordination and communication between departments. At present, the Group uses HR to provide the scope of the conversion assessment in line with the current requirements.
Mr. Zhang Xujun on the head of the new recruits to do detailed, continuous observation speech. Specifically cited two new employees of Hongche, through detailed investigation, adjust and improve the ability evaluation of the new employees, and transfer them to positions that can give play to their subjective initiative, so that they can shine and make contributions to the enterprise.
Mr. Ji Weibing spoke on behalf of Xingzhong Construction, "New recruits should be tailored after entry" shared that Xingzhong Construction treats new recruits with different backgrounds and experience in the actual recruitment, according to their different abilities, different projects are dispatched, and the requirements for their work are not the same, and at the same time, through their information in the project, data collection and the actual completion of key points in the process to train new people.
Mr. Zhang Jianhua of Xingzhong Shipping shared the experience of the shipping company in training the person in charge of the base and the rotation of the person in charge of the internal base, focusing on the successful training and transfer, the premise is to do a good job analysis of the reasons and needs, to know what kind of candidate is needed, so as to ensure that the output and effect of the new person after arrival at the post are unified.
Mr. Shi Lei of Xingzhong Logistics shared that "Recruitment is a systematic project", which is to share the experience of the interviewer's ability training, how to solve the difficult points of the enterprise through the candidate as soon as possible, how to fully tap the candidate's ability, and how the interview is the communication method of corporate culture and values.
Finally, Mr. Tao Xiaodong, chairman of the board, summarized the exchange meeting and put forward relevant requirements:
1) There is less chance of job rotation within the group. In the future, it is very necessary for branch companies, especially enterprises of some scale, to rotate management positions. The procedures of business work should be fixed and transparent through job sorting and on-job training, and the establishment of white papers.
2) The interview is not only for the current job requirements, external recruitment is always cheaper than internal training. Each leader should review the work of the individual, consider the sustainability of the business, the vitality of the team, and understand the reserves of resources, markets and information.
3) Xinghui Pension is required to form a home-based nursing talent reserve for high-end customers.
4) In the external environment, the market is not good, you should pay special attention to safety, procedures and progress.
上海兴中集团
2021年5月15日星期六
