Guan Peisheng is trained to serve the company! This means that Guan Peisheng's project purpose must be consistent with the company's philosophy and culture.
But unfortunately, many companies cannot guarantee this, and my company is one of them. This brings many problems:
1. The cooperation of all departments is insufficient during the rotation.
Because it is the first rotation, the rotation department doesn't know the difference between "Guan Peisheng" and "intern", and if there is no connection between the post-setting department and the rotation department, Guan Peisheng's rotation is actually a chicken rib, because it won't end in this department and the rotation time is too short, so he will change to another department without knowing it at all.
2. Rotation is just a form.
There will be regular reports and summaries during the rotation. No matter what opinions are put forward or what individuals have learned, they should give HR an explanation to the organization, right? However, due to the unclear positioning of Guan Peisheng by the department and the limited knowledge learned in rotation, the process of reporting and summarizing has gradually become a form.
So after six months of rotation, because some departments are in urgent need of manpower, they will be appointed in that department in advance. Guan Peisheng's rotation experience also makes it easier for me to get started in my current department, because the good relationship established with other departments during the rotation is easier and more handy at work.
However, does the company really need Guan Peisheng with "macro vision"? Not necessarily, depending on the company. If the company just needs a person who works well, there is absolutely no need to set up the Guan Peisheng project. It is not cost-effective for the company to spend a lot of money to train Guan Peisheng until he finally quits.
Finally, it should be emphasized that because of Guan Peisheng's identity, he has no long-term working experience in a post, but in fact he is at a relatively disadvantage in the job-hopping process. Therefore, fresh graduates still need to be more cautious when choosing management training programs. It is best to choose a company that has many years of management training programs, at least it won't waste time.