人力资源前沿(国外英语资料).doc

人力资源前沿(国外英语资料) HRoot: China hot market recruitment began in 2009, allegedly, accompanied by the great changes of job seekers on the choice of enterprises, more and more people choose to enter the state-owned and private enterprises, less choose foreign companies, how do you think of this phenomenon? Whether Diebold has that kind of impact? Vidhu Sharma: Generally speaking, people are usually active in their own areas of interest. In China, it is natural for state-owned enterprises and private enterprises to become the preferences of most people, and many people regard it as their career development field. Sometimes, this choice reflects a culture where strong peer and family influences make them choose to enter these businesses. At present, the trend has not had any impact on Diebold, Diebold and committed to believe because suitable talents, and support staff to achieve their ideal occupation and culture. In the past few years, will have the ability to retain these talents training, with strong leadership and excellent employee retention. HRoot: the rise of social networking has changed the Diebold recruiting? How to carry out the recruitment of Diebold, how to carry out the personnel selection? Vidhu Sharma: the rise of social networking is helping companies to reach talent at a faster pace. Diebold in the North American market has been to make full use of social network recruitment. However, in the very dynamic and fast-paced Chinese market, line managers expect effective and short term recruitment. Therefore, we mainly use third party service personnel, for example, qianchengwuyou, etc.. In addition, Diebold in enterprise has also set up an internal staff recommendation system, recommendation for the success of a certain amount of reward employees. In general we use China Diebold, social network as a source of Applied Talents in recruitment. The recruitment of talents is very important to Diebold for. Every new employee should be consistent with the Diebold val