human resources
1. Talent strategy
“Tarzan does not let the soil grow; The river and the sea do not choose the trickle, so they can be deep; The king is not only the multitude, so he can understand his virtue.”In the past, present and future, Xinbainian has always regarded talents as the most valuable resource of enterprises. in order to“mold‘Integrity, innovation, harmony and win-win’The characteristic culture of the company, the achievement of the core century-old foundation”for strategic objectives.
The company is people-oriented, promotes the comprehensive and harmonious development of people and enterprises, attaches importance to the growth demands of talents, implements the dual-track career development channel, improves the performance-oriented assessment system, establishes a market-oriented competitive salary and welfare system, provides targeted vocational training, improves the competitive and dynamic selection and appointment system, strives to select and use good people, and makes the best use of talents, talents and abilities.
Company as one“Open”The platform fully mobilizes the enthusiasm and creativity of all stakeholders, gathers various resources, integrates resources and enhances value, maximizes the company's economic benefits, and achieves a win-win situation for shareholders, employees and external partners.
The company adopts the method of combining internal training and external cooperation to discover, recommend and select outstanding talents urgently needed for the company's development through multiple channels, and creates a team of outstanding talents with rich practical experience, young, passionate and full of vitality with reasonable equipped, enterprising, pioneering and innovative.
The three management mechanisms of competitive selection, assessment and incentive, training and development are the magic weapon for the company to build an excellent talent team.
Competitive selection: optimize and improve the means of talent selection and evaluation, and continuously enhance employees' sense of crisis and competition through competitive recruitment and reserve talent selection.“Give motivation to the self-motivated, pressure to the position”Make outstanding talents stand out and always maintain the strong combat effectiveness and vitality of the workforce.
Assessment and incentive: For employees at different levels, establish personalized, targeted and practical assessment and incentive programs, objectively and accurately evaluate the work performance of employees, emphasize that performance appraisal and incentive are closely linked, and employees participate in sharing the development results of the enterprise, constantly stimulate the work potential of employees, and mobilize the passion of employees.
Training and development: The company attaches great importance to the continuous value-added of human capital, and provides rich and personalized training and learning opportunities for all types of employees at all levels through practical simulation, case discussion, interactive teaching, job rotation, internship practice, team sharing, internal lecturers and other ways, and continuously improves the knowledge, skills and quality of employees in various professional fields.
“Integrity, innovation, harmony and win-win”The characteristic corporate culture of Core Centennial unifies the thoughts, concepts, attitudes, behaviors and values of Core Centennial people, and provides a steady stream of spiritual power for Core Centennial people to start a business.“good faith”It is the foundation of our life, we must seek truth from facts, be frank and pragmatic, and keep promises;“innovation”It is the way of development, we must take the initiative to seek change, dare to break through conventions, and boldly try;“harmonious”It is the basis for win-win situation, it is necessary to solve the contradictions and disputes in the reform, create a stable and healthy environment, and form a joint force to promote the development of enterprises;“Win-win”It is the ultimate goal, and we must seek win-win cooperation among all stakeholders. The endless core century-old corporate culture will condense talents from all over the world and achieve the century-old foundation of the core.
2. Talent recruitment
In the actual human resource management process, we do not engage in excessive consumption of talents, not only academic qualifications, but also pay attention to the right person and suitable for the post, and pay attention to the actual work performance and potential. As long as you have the required competencies for the position, whether it is internal employees or external talents, regardless of the source, you will be treated equally. Internal selection and external meritocracy pay equal attention, so that more and more people of insight have found a stage for them to display their talents in Huaqiang.
posts
Release date
state(hot/Expired)
Strategic planning(1name)
2011-03-28 hot
Sales Manager (10First Name)
2011-03-28 hot
Sales Manager (10First Name)
2011-03-28 hot
Commercial Specialist (6First Name)
2011-03-28 hot
1. Strategic planning(1name)
Job Description:
1Responsible for organizing the organization, coordination and supervision of the research, formulation and implementation of the company's strategic plan;
2Responsible for formulating investment plans according to the company's strategic planning;
3Responsible for the formulation, improvement and monitoring of the company's investment management system;
4Bachelor degree in science and engineering,Master degree or above in finance, economics and management;
5Professional theoretical knowledge, good professional ethics and teamwork spirit, excellent communication and interview skills and analytical skills;
6More than three years of work experience, including more than one year of work experience in strategic management;
7Working background in electronic technology industry, e-commerce logistics industry is preferred.
2. Planning copywriting (1First Name)
Job Description:
1．2years or moreITIndustry or advertising industry work experience, able to endure hardships, good cooperation spirit and service awareness.
2Proficient in computer operation, proficient in the use of basic design software, solid writing skills, able to complete the collection and layout of press releases independently.
3Mainly responsible for contacting relevant media to carry out comprehensive publicity of the company, writing corporate manuscripts, and participating in the planning and organization of various external publicity activities of the company.
3. Sales Manager (10First Name)
Job Description:
1Follow up the progress of the company's regular customer orders and develop new sales business and customers;
2Follow up and in-depth development of the company's business sales opportunities, and complete sales work and handle abnormal events;
3Assist the company's existing sales team in business expansion;
4College degree or above in computer, communication, marketing or education related majors;
5From electronic orITWorking experience in sales and promotion of related products2Years and above, understandITIndustry, have accurate analysis and control of the market, can collect and feedback market information in a timely manner;
6Strong expression skills, good at communication, coordination, love sales work, can bear hardships and stand hard work, want to achieve life dreams through their own efforts.
4. Commercial Commissioner (6First Name)
1．2More than years working experience in marketing and external affairs.
2Have good communication and negotiation skills, strong team awareness, high professional quality and professionalism.
3Understand the organization and operation of marketing activities such as trade and foreign trade.
4Proficiency in spoken English, English required6Level.
5Experience in business public relations is preferred, and those with certain brand resources are preferred.
Please send your resume to email:job@chip100.com
Contact Number:0755-83591082
3. Personnel training
New employee training
New employee training includes induction training and job skills training, through classroom teaching, group discussions, team competitions, group activities, etc., including company overview and development strategy, company management system and corporate culture, department functions, job responsibilities, field visits, etc.; In addition, the company provides each new employee with an induction guide to help new employees realize role change as soon as possible, integrate into the new working environment as soon as possible, and establish a positive and healthy professional attitude and team work awareness.
Management training
Management training mainly focuses on the company's development strategy and the responsibility requirements for managers at all levels, and cultivates the quality and skills of efficient management. Among them, middle and senior managers mainly train management skills, leadership improvement, decision-making thinking ability, etc.; Reserve cadres mainly train role change, vocational skill improvement, management skills training, etc.
Professional training
Professional training includes specific technical training, product training, job business skills training, etc., and is committed to cultivating a professional team of engineers and professional technical experts.
Off-the-job training
Overseas inspection and training: According to the needs of work, the company organizes some employees to go abroad for inspection and receive medium and short-term training to broaden employees' horizons and increase their knowledge.
Commissioned training: According to the needs of development and talent training, the company selects relevant personnel to send to colleges and universities and other institutions for targeted off-the-job learning and training.
Training activities
The Human Resources Department of Core Century held a series of training activities for middle management cadres 2010-06-16
"Challenge perseverance
Create wonderful"
Core Centennial held middle-level cadre development training 2009-10-16
Innovative thinking
Team wins
Creating the future - the company holds some senior management industry training and outward bound training 2010-03-18