the prolonged absence of resolve

Sun Yanbiao "since its 2004 international mergers and acquisitions, TCL has been committed to the internationalization of talents construction of the, ' Eagle series ' talent project to build a TCL International was the most solid foundation. "In April 2010, TCL Group Chairman Li dongsheng 2010 global managersThe Conference that currently TCL Group global more than more than 60,000 employees, including 10% expatriates closer, various nationalities and professional staff are active in global research and development, manufacturing, marketing and other management positions, TCL training of local executives began to take on the internationalization of talents management responsibility. LeeTung Sang some pride. Because TCL globalization industry management structure has been formed, after more than 10 years of international market development and integration, TCL in China, emerging markets, Europe and North America's industrial structure has been formed, in particular those with strategic North American Mexico factory and Europe Poland factory can be effectiveAvoid globalization trade barriers, operating capacity of internationalization from the learning phase has a mature. Supporting this core management structure of the globalization industry is talent.����Li dongsheng stressed that the enterprise's competition is to a large extent is human competition, TCL's success lies in talents strategy of success. In January of this year 29th, TCL Group announced the establishment of the company's largest equity incentive plan, to company directors, senior managers, company and majority-owned subsidiaries of the company's operation and management layer, core technical personnel, 164 people implement incentive, incentive plan standard number of shares for a total of 86.1236 million shares.Prior to March 2008, TCL communication has been a stock incentive.����At that time, TCL communication to 100 employees to implement "golden handcuffs plan", and use 39 million Hong Kong dollars to purchase shares of the company to reward the employee. From that point of view, TCL "Eagle" is the training ofRegular and substantial incentive component, is one of the important causes of its human resources strategy success. Retain talent, however, before that, because international mergers and acquisitions, the painful period of up to three years in the TCL. How in times of crisis the labor costs to a minimum and retain TCL needed for future developmentTalent, as well as talent played its largest role you want to stay, a series of unsolved challenges require TCL human resources Director Xu Fang give an answer. "Make adjustments to the Organization and business are inevitable in times of crisis, layoffs are also commonplace, but the negative influence of mass layoffs is much too large. "HsuFong said that based on the above considerations, the TCL in 2005, 2006, the most difficult times there is no easy means of large-scale layoffs. TCL for tuning is to reduce the level of organization and personnel, making the structure more flat, make business processes easier and smooth, thus more quicklySpeed and response to market changes, to meet customer needs.����In the optimization process, TCL advocated one more post, one level, the labor costs to a minimum, and advocate and expert in, employee potential to the limit. However, according to the turbulent times in Enterprise crisis, more than 90% of voluntary turnoverAll companies try to retain talent. "In times of crisis, our employees to give special attention to the initiative to apply for leave. "Xu Fang said that in many cases, employees leave not because of the environment, but because the small environment, or even because due to poor communication with their immediate manager. At the company level, it is difficult to changeEnvironment, but you can leave small environment well, the key to this is the key to avoiding brain drain. In addition, to deal with the crisis, TCL has also borrowed some consultancy practice, outstanding managers in the company's general competency model (GLS) has been added to an indicator, the main considerations do managers haveHigh team morale, leading the staff's ability to resolve the crisis swtor power leveling, but also adopt a more flexible personnel selection method. On one hand, current international companies for many years professional training key personnel, scarce talent, empty post rate rise, TCL will seize the opportunity "hunters dug" some weekdays it is difficult to find andCultivating talent and company can not be on the other, TCL will strictly control into the addendum back combing work duties, clearing work of saturation, truly posts adaptation.����For easier access to personnel, or marginal jobs are not increasing gang is not fed. "Controlling labor costsIs play an important intellectual potential of the existing staff. "Xu Fang said, TCL group human resource management center have implemented the" NBA "(Next Best Action) working method. Faced with a task, the company will always require employees to ask: what is the plan of action to the next better? ThisTCL to do each action, think it will have the result of what is, to strive to achieve performance maximization. Also TCL has also adopted more flexible working ways to control costs such as weekends (especially suitable season obviously enterprises), maintain basic salary and vacation, unpaid vacations,Protocol work and other means. Eagle born again but only the above actions, may not be enough to support TCL through the crisis.����TCL needs to be a revitalization of spiritual power. In 2006, after experiencing many sleepless nights, Li dongsheng inside the TCL Forum published about him from theSince industry widest dissemination of a set of articles: the rebirth of the Eagle.����Borrowing hawks at age 40 off the beak, broken toes and pulling feathers to be born again of the story, he called for the TCL staff unite to deal with the crisis, to promote organizational processes and corporate culture change, and firm determination to promote international business strategy. In the Eagle'sBorn again in a series, one is Li dongsheng specially addressed to employees. He said that the employee is the subject of enterprises, employees to actively participate in the change, is the power of relationship success of TCL. Li dongsheng of the responsibility in this group undertake international mergers and acquisitions the last article: "Chinese enterprises to grow into a human statueKing enterprises, internationalization is the only way. "One stone stirred up Melaleuca waves. Within just days, TCL employees to the Eagle reborn replies and comments exceeding tens of thousands of. On July 15, 2006, TCL organised in 150 senior executives go to Yanan; in August that year, and on the OrganizationSwearing-in of employees in the corporate culture of innovation. TCL cultural change does not just stop at slogans, but practical implementation in place.����The same year, TCL group started the talents strategy of development of the company's most important and successful step--fine Eagle project. 2006 TCLIn the context of the whole company to select 100 middle-level managers and future managers, for a one-year training, a course a month, and introduced action learning.����To enhance the "fine Eagle students" attention, TCL Group Executive Director and President of bolianming from the first phase of personal involvement in the first place. QinnEngineering training in addition to theoretical courses of study, you also need to have a study on the topic, this topic comes mainly from actual problems in the enterprise, the prolonged absence of resolve, or the quality, the efficiency of production and other links have an important impact, cost and other issues. TCL Group senior every yearFine Eagle engineering teaching theories, methods, framework and requirements for action learning, many instructors is the company's management and policy makers, will scale to meet your organization's research on practical issues, and transformed the company's projects. "From top to bottom, from when it comes to doing, promoted the culture of TCL build a good environment. "ThinLian Ming pointed out that the TCL international strategy of human resources departments group developed a detailed training plan: category, the talent, fine separate the young plan, Eagles program, fine Hawk and Eagle program. College students to young; primary key for the Eagles; middle-level cadres to finish Eagle; Executive talent for malesEagle. For overseas talent, in addition to the introduction of professional managers, acquisition, consolidation, TCL from participation in overseas operations, management of personnel, pick out some overseas business schools to further their studies. "Effectively we have developed a full range of stereoscopic cultivation plan-Eagle finish Eagle, refined Eagles with young, realTutorial system, level with level to do it. This is HR in the area of personnel training, stereoscopic, systematic approach.����"Thinner Lian Ming explains. It is learned that, even in the case of TCL group loss in the past, TCL as usual every year for training budgets accordingly, did not diminish investment in training. ThinLian Ming: "cannot input and output training as a ratio. Training effect see Lee is often a subtle process. "This year it turned out, TCL on the talents of pay, and the rewards are significant. TCL group released the first half of 2011 results showed that on this yearTCL Group half year revenue 27.355 billion yuan, an increase of 18.08%, net earnings of $ 539 million, an increase of 241.67%.����TCL multimedia in global LCD TV market ranked seventh, TCL communication in the global mobile phone market in seventh place. Sending MasterLanguage Wang Yukun: Director, Center for Peking University entrepreneurs, well-known management expert expert TCL comments on the company culture and talent strategy and mergers and acquisitions: culture and management of 1.TCL awakened life consciousness of each and every employee and "the edge", and transformed into creativity and pioneering spirit, into the enterpriseCultural genes, via 70hou, generation y, generation of inheritance, continued training and bringing up talents and become inherent power to drive sustainable development. 2.TCL 30 years star wars the old republic power leveling, has focused on the consumer electronics and home appliance manufacture, in the process produces a distinctive "life consciousness":In a series of institutional and cultural arrangements, see employees as a living life, seen as sufficient resources, overall, creative life, they may not be reported to a steady flow of creativity.