If in a foreign company, Guan Peisheng does better and can grow into a small leader in a short time, while domestic enterprises do worse. Generally, they are recruited as small clerks under the banner of Guan Peisheng. Actually, it's just like doing sales, but it's just like calling you a sales manager.
I strongly suggest that when you choose, you should know about the past situation and whether it is really cultivated according to Guan Peisheng.
Question 2: What do human resource management trainees do? Hello, Tan Xiaofang, a famous management training expert, believes that human resources have become a special resource because people's dominant position in social development and their natural and social attributes are influenced by internal and external factors and have strong vitality. Therefore, to develop human resources scientifically and effectively, we must grasp the characteristics of human resources and take targeted countermeasures. Practice and research have proved that human resources have nine characteristics. I. Inalienability. Human resources exist in the human body itself, which is the internal storage of human value and the expression of external behavior. It is inseparable from human vitality and linked with human dignity and rights. Therefore, it cannot be deprived, squeezed, cheated or taken away. It can only be used and played consciously in the appointment through good management, good policies, systems and technical methods. Second, biology. Man is an advanced animal in nature and the most complex and advanced form of existence in organisms. Therefore, the biology of human resources conforms to the laws of nature and affects people's behavior and results. The biological nature of human resources is mainly manifested in reproductive extensibility, metabolism, heredity, responsiveness to natural environment, body language and two-way communication with nature. The biological nature of human resources requires developers to pay attention to meeting people's natural needs, paying attention to the influence of working conditions and working environment on people's body and mind, and establishing a labor system conducive to people's physical and mental health. Third, sociality. People form society and become the main body of social development. Different social forms, different time and space, different cultural backgrounds, different countries and regions will reflect and influence people's values, behaviors and ways of thinking. The sociality of human resources is mainly manifested in beliefs, times, regions, countries, nationalities, cultures, occupations, grades and wealth. The sociality of human resources requires paying special attention to the influence of social and political system, national policies, laws and regulations and cultural environment, and paying special attention to crowd-oriented development measures. Fourth, timeliness. The cultivation, storage and application of human resources are directly related to people's life span. Different ages show different resource utility, which is restricted by both natural and social attributes. Timeliness requires that human resources development should grasp the stage when people's age is most conducive to professional requirements and implement the most powerful incentive measures. The optimal development age of different professionals is different, so it is the right choice to implement timely development countermeasures according to the age growth of different professionals. 5. Capital accumulation. Human resources are the comprehensive embodiment of human physical strength, intelligence, knowledge, technology, ability, experience, information, health and relationships, formed by continuous investment, the result of external education, training and influence, and the accumulation of self-learning efforts. This living capital accumulation provides repeated development and continuous appreciation of human resources. Therefore, it provides a basis for human resources development subjects to increase human resources investment. Increasing investment in human resources and increasing its capital accumulation is an important direction of modern human resources development. Sixth, activate. Activation is to make it active and excited through appropriate countermeasures. In other words, when given a considerable amount of * * *, people will realize, cheer up, strengthen themselves, and even give their all. Activation provides a theoretical and practical basis for establishing an incentive mechanism for developing human resources. The activation of human resources can take the methods of goal pulling, policy system promoting, education starting, information encouraging and example encouraging. Seven, initiative. Initiative is the reflection of people's pursuit of natural value, and the result of self-seeking consciousness and independent movement of human resources. Initiative, which comes from the understanding of things, is the external expression and result of understanding. Initiative shows different values to society, which can be divided into positive and negative aspects. The countermeasures of human resources development should pay attention to making the developed personnel have positive initiative, reducing and avoiding negative initiative. Eight, the carrier. Man is the carrier of intelligence, knowledge, technology, ability, information, experience and relationship, and the human brain is the software disk of the above resource information. The above resource factors are communicated and transmitted through the carrier of people. The market allocation and mobility of human resources depend on the feasibility of this feature, and the stability and attractiveness of talents depend on the reliability and possibility of this feature. Nine, individual differences. Individual differences in human resources are manifested in gender, age, education level, major, skills, values, interests, personality, intelligence, qualifications and so on. This difference lays a foundation for the different application directions, the distinction between advantages and disadvantages, and the targeted development of human resources, as well as the different development of human resources. & gt
Question 3: What are the career plans of management trainees? Management interns are the most eye-catching positions for college students. Every year, a small number of outstanding students enter excellent companies to be "management trainees". By the end of March, almost all the management trainees in foreign companies had been recruited and were waiting to "take office". What are the common problems and challenges that management trainees will encounter when they join the company? Senior executives of foreign companies will show their views to help you. Reporter Deng Zhongmou
Challenge 1: Integrating into the culture of foreign companies
Every company has its own culture, especially foreign companies. If you don't understand culture, you will hit a wall everywhere in the workplace. As newcomers in the workplace, how can management trainees understand the company's culture and job requirements as soon as possible, quickly integrate into the team and carry out their work smoothly?
Chen, director of production and operation of Amway, believes that what kind of boss determines how you fit into the team. No matter what boss you meet, you should look at it positively. He cited his own experience as an example. He has served seven bosses, two of whom are completely different styles: one boss pays attention to the results when reading reports, and such a boss will give you a lot of space; Another boss pays great attention to the process when reading the report, and every punctuation and letter can't be wrong. This kind of boss lets you know the details. Among them, it is not a question of which boss is better, but that you should study with a good attitude.
Challenge 2: Challenge the temptation of honesty.
Management trainees will be assigned to all departments of the company, as well as some core departments, such as business, marketing, storage and transportation, procurement, etc. , dealing directly with customers. If customers win you over by means of "kickback", how do they deal with "honesty" as management trainees? "Integrity is a kind of value for enterprises, which is reflected by employees, so it is not only a matter for senior officials, but also a matter for every employee." Barbara, director of talent development and organizational performance of Amway, believes that honesty is not a problem, but a problem of persistence. Honesty is difficult to adhere to, and it is easy for newcomers in the workplace to adhere to it in the first year or two. Newcomers who have just entered the workplace generally do not encounter the problem of "kickbacks". However, with the continuous promotion of their positions, temptations are accumulating, opportunities are increasing, and the problem of integrity appears. The deterioration of honesty begins with minor changes. In foreign companies, there are many ways to succeed, but the ways to fail are always the same. Once there is a problem with integrity, there is no chance to turn over.
Challenge 3: Inter-departmental communication and cooperation
In foreign companies, it is often necessary to organize inter-departmental meetings. As a newcomer in the workplace, how to effectively communicate and cooperate with colleagues in different departments and continuously enhance personal influence? "It is very important to work in the workplace and deal with different departments." Connie li, deputy director of Amway's regional business, believes that building a network of people who usually support you in foreign companies can help you in an emergency. For example, go to the teahouse, say hello to colleagues, and get together for dinner after work.
Barbara, director of talent development and organizational performance, reminded that when organizing inter-departmental meetings, some small details should be handled with caution, which is much more cautious than sending emails to inform all departments whether to send a copy to the boss. If you don't have a good personal relationship with each other, they will think that you are using your boss to oppress others. Details should be accumulated in peacetime, and you can learn from your predecessors and colleagues when you first enter the workplace.
Challenge 4: skills of reporting to the boss
When new employees enter the workplace, they will certainly encounter many difficulties in their work. In the face of these difficulties, should we ask for more instructions and report more, or think independently and stand alone? If you want to report to your boss, what is the most effective way to report?
"When reporting to the boss, you must express your views clearly." Connie li, deputy director of regional business, believes that the report to the boss can be written or oral, depending on the boss's preference. If the boss likes oral reports, he should be prepared for communication and cultivate his own expressive ability. If the boss likes written reports, he should use e-mail more. Reporting is to give the boss a "multiple choice" rather than a "question and answer", so newcomers in the workplace should bring the answer to the boss when reporting to him. Mature employees usually think of several schemes, each of which has its own advantages and disadvantages. After comprehensive consideration, they suggested to their superiors which scheme to choose.
Challenge 5: Career Planning for Newcomers
Career planning is very popular among college students, but after entering the workplace, do they want career planning? Some people plan their own career paths, working as managers for three years and directors for five years. Is this career planning beneficial or harmful? "Career planning is the general direction, just like a lamp shining on you, but planning the details every year may be right or wrong." Barbara, director of talent development and organizational performance, believes that "right" is because ... >; & gt
Question 4: What do management students mainly do? What is your main job? Guan Peisheng is the abbreviation of management trainee. Management trainee is a foreign term, which is a special project in foreign enterprises. Its main goal is to train future leaders of the company. For example, the campus recruitment of the four major foreign banks is divided into three channels: interns, staff and MT, and management training is the most sought-after position in campus recruitment. Now not only foreign companies, but also many state-owned and private enterprises have recruited management trainees. Recently, a survey conducted by the Social Investigation Center of China Youth Daily through China and Tencent Education Channel showed that 7 1.4% of the respondents indicated that they would be interested in the position of Guan Peisheng if they applied.
Management trainees are a way for enterprises to quickly train a large number of leading talents. Although the concept of management trainee came to China with some multinational companies, it only became popular in recent years. In China, due to traditional and historical reasons, there are very few outstanding and mature business leaders, but there are an absolute large number of fresh college graduates with great leadership potential. Therefore, for enterprises in China today, the management trainee system, which can quickly transform fresh graduates into excellent managers, is of more significance.
Management trainees generally refer to an institutional arrangement in which enterprises concentrate various resources and train young people with high-level management potential for a certain period of time to lay a good foundation for their management career. Through this institutional arrangement, enterprises provide continuous human resources support for their own development. Generally speaking, college students who graduate this year or within three years of graduation are the main targets. In particular, those who are fluent in English, energetic and actively participate in many extracurricular activities are from domestic famous schools high flyers.
The management trainee system is helpful to increase the attraction of enterprises to the talents with the most leadership potential, help them become the best leaders, and make the organization maintain a lasting competitive advantage. The management trainee system of small and medium-sized enterprises can have a strategic impact on the business of the organization more quickly. Therefore, the management trainee system is of more significance to the fast-growing and ambitious small and medium-sized enterprises.
Job requirements:
1, enterprising spirit: it is the ambition emphasized by many foreign companies. The reason why enterprising spirit is emphasized is that the company generally hopes that management trainees can become the top managers of the company through training, but this process is bound to be a difficult and challenging process, and a lot of sacrifices will inevitably be made. Without an enterprising spirit and indomitable spirit, it is easy to give up in this difficult process. Therefore, a lofty goal and unremitting pursuit are particularly important for management trainees.
2. Leadership: There are many understandings of leadership, but in general, it is required to lead the team to achieve the predetermined goals. And this ability is largely exercised in the past management practice. Therefore, when recruiting management trainees, students who have experience in community leadership or other types of leadership are generally biased. cultivate
3. Analytical ability: Leaders will inevitably face many complicated situations. How to quickly find and sort out clues in complex situations is a problem that a leader must solve. Therefore, in the recruitment of students, the problem of solving problems often appears. Generally speaking, besides being quick-thinking, familiar with the business environment and having business experience, it will help candidates solve such problems to a great extent. In addition, mastering some business analysis frameworks properly will play a good role in solving this kind of problems.
4. Fast learning ability: For management trainees, it is particularly important to quickly enter the industry and take over the work on the basis of analyzing things.
5. Expression ability and persuasion ability: specifically, it is the ability to express one's own views and achieve communication results. For example, how to use different languages for different interviewees, how to use body language correctly, how to set up conversation scenes and so on.
6. English ability: For most foreign companies, managers must communicate with colleagues all over the world, and a certain English ability is necessary. [ 1]
I hope I can help you. Don't forget to click to accept the answer and give it a top.
Question 5: What does Guan Peisheng do? Guan Peisheng is the abbreviation of management trainee. Generally speaking, it refers to an institutional arrangement in which enterprises pool various resources to train young people with high-level management potential for a certain period of time and lay a good foundation for their management career. Through this institutional arrangement, enterprises provide continuous human resources support for their own development. Generally speaking, college students who graduate this year or within three years of graduation are the main targets. In particular, those who are fluent in English, energetic and actively participate in many extracurricular activities are from domestic famous schools high flyers.
Question 6: Why do most company management trainees, as long as they are fresh graduates, first show that different human resource managers, tutors and front-line managers have different training levels and lack uniform standards? In foreign countries, Guan Peisheng will be valued by the whole company from top to bottom, while in China, Guan Peisheng's working environment is basically equivalent to the general intern. Front-line tutors and managers basically regard guiding Guan Peisheng's work as a new task besides their basic work. Because of their different experience and level in managing the implementation and evaluation of trainees' projects, their energy and time are different, which will have different effects on the implementation of the projects and often bring more psychological problems to trainees.
Secondly, the recruitment of management trainees has a large coverage, long cycle and many procedures; The training places are rich and varied, and there are many trainees; Competitive salary and benefits; Independent evaluation system, etc. All these human resources work need to invest a lot of manpower, material resources and financial resources. In China, it is difficult for ordinary enterprises to open up special projects to do this kind of work, even if they have the heart to do it, they lack such an environment. Therefore, Guan Peisheng's project can only become a part of human resources subordinates, but not an important part of the strategic planning of the whole company like foreign companies.
Because the management trainee program needs strong management strength and financial support, it also needs an international talent growth environment. It is difficult for domestic enterprises to meet the standards of multinational companies in management, capital and environment, so it is difficult to have an advantage in talent competition. It is difficult for job seekers to establish a sense of belonging in these enterprises and find their own career development goals. Training here is often just a career springboard to prepare for the next step to enter multinational companies, so brain drain is also the biggest problem faced by domestic enterprise management trainees.
Finally, it is common to manage trainee projects in the name of IT, but it is not common in practice. With the rise of management trainee program, "management trainee" is a very attractive term for fresh graduates. Many domestic companies carry out management trainee programs under the condition that their own conditions are not mature, or use the attention of management trainees to attract outstanding fresh graduates under the banner of "management trainees" and "reserve cadres", but it is not a real management trainee program, and there is neither strict recruitment nor systematic training. It will often cause a huge psychological gap or a feeling of being cheated to job seekers, but the decline in the signing rate will have a negative impact on job seekers, bring economic losses to the company and even affect the company's image.
I suggest you pay attention to applying for Morningstar growth plan, and there will be regular places for fresh graduates. I hope it helps you.
Question 7: What is the difference between a management trainee and an intern?
(1) Management trainees will have more opportunities to rotate between departments at the initial stage of entering the company, get more contact with the operation of various departments of the company, have a more macro understanding of the company, and finally be positioned as successors of future managers of the company.
After years of development and accumulation, many well-known enterprises have basically matured their management trainee programs and established a complete training system. Through forward-looking talent recruitment and systematic internal training, job seekers can rotate between different positions and participate in project management. At the same time, experienced managers provide career guidance for job seekers, so that they can have a comprehensive understanding of enterprise operation and corporate culture, and then become independent talents after training. Because the training direction of Guan Peisheng's project is management talents, the project involves a wide range and needs the support and participation of the company's top management. The investment cost of the project is also relatively high, which requires a lot of manpower, financial resources and material resources. Guan Peisheng's project is favored by graduates because of its great attraction.
(2) Interns have two meanings: first, as far as employees are concerned, the definition of work is internship, not internship required by the school during their junior and senior years, and they intend to work in the company for a long time. Second, for the company, the initial recruiter will go through an internship period of different lengths, and will be defined as an intern at this stage. Moreover, interns are basically fixed positions that they have just started to do. If their personal abilities are highlighted in the later stage, the company may take a fancy to their personal abilities in career promotion, or promote them to management trainees during the internship.
Generally speaking, management interns are management training that affects future enterprises, and interns are the training and cultivation of general positions.
Question 8: Which foreign companies have the positions of human resource management trainees? many
Cleaning, Unilever, Yum!
Such multinational companies like it best.
Now many large local enterprises also have plans specifically for fresh graduates.
Cultivate deep feelings.
And the initial cost is not high.
Question 9: The difference between management trainees and human resource management. Human resources is the future specialized human resources. To put it bluntly, it is a small clerk and a small employee; Guan Peisheng, a human resource manager, has emerged in recent years, with the aim of cultivating grass-roots or even middle-level leaders of the company in a short period of time. In other words, if Guan Peisheng performs well after his tenure, he may be a small leader of the human resources department.
If in a foreign company, Guan Peisheng does better and can grow into a small leader in a short time, while domestic enterprises do worse. Generally, they are recruited as small clerks under the banner of Guan Peisheng. Actually, it's just like doing sales, but it's just like calling you a sales manager.
Question 10: Hello, I am not a human resources major. What professional knowledge do you need to prepare for the position of human resource management trainee? Thanks in advance! Come back quickly! ! ! ! ! 20 points Generally speaking, there will be no strict professional restrictions on human resources positions, but related majors such as human resources management, psychology, administrative management and public relations management have certain advantages; As a human resource, Guan Peisheng should have good humanistic quality, overall awareness, organizational sensitivity, administrative ability, good communication and coordination ability, analytical thinking ability and execution ability.