P&G has always adhered to the "people-oriented" business policy. Someone once said that if P&G people are taken away, leaving behind funds and equipment, then P&G will have nothing. If funds and equipment are taken away and people are left behind, they will rebuild a P&G after 10 years. This reflects P&G's talent view. Zhang Wei, manager of human resources department of Procter & Gamble (China) Company, gave such a formula: talent = idea+method+input, in which the method is training system and the input is capital and talent. Concept is the answer to two questions: whether to train or not to spend money for nothing. Procter & gamble's answer is this: employee training can bring a higher rate of return to enterprises, and the training income is about 30 times of the required investment; The working efficiency of trained employees is obviously higher, and the training of all employees in enterprises will bring about the improvement of overall efficiency, thus strengthening the competitiveness of enterprises. P&G's training methods are: defining the required organizational direction and business needs, and defining the required organizational and personal abilities; Attract and recruit qualified talents. The definition of P&G talents is eight plus one: excellent leadership, excellent ability to analyze and solve problems, strong initiative and enterprising spirit, reasonable and limited setting ability, cooperative spirit, good communication skills, innovative spirit, professional skills, and finally add a personality. P&G has established a good training system to cultivate employees' comprehensive ability in classroom and non-classroom environments. On the pertinence of training, we pay attention to cooperation (effective teamwork, efficient work system, cross-cultural research) and communication (effective communication, presentation skills, writing). Wei Wei, Deputy Marketing Director of Procter & Gamble (China) Company, introduced how Procter & Gamble Company pays attention to developing professional managers' team: paying attention to attracting outstanding talents. Recruiting outstanding fresh graduates from key universities is P&G's long-term basic strategy. -scientific recruitment procedures. Professional written test and interview, pay attention to whether the comprehensive ability and personal value orientation are consistent with the enterprise. -Internal promotion policy. P&G has an unwritten rule that almost all managers are promoted from within (except a few lawyers). Tell employees that "if you are excellent, you will be promoted". Fundamentally retain the best employees. -Institutionalization of training development. Take developing business and subordinates as two basic responsibilities of every manager. Every employee should have a long-term development plan. -Let employees take responsibility as soon as possible. Although this employee has not yet grown into a manager in a specific position, promoting him is the best incentive for him. -Globalization control. Conduct global positioning training for employees. -A good salary and welfare system. I don't want employees to leave P&G for money. In the labor market, an objective third party conducts salary surveys to ensure that the average income of the group is competitive, and 20% of outstanding employees are paid more.