一个外企人力资本总监经历谈(国外英语资料).doc

一个外企人力资源总监经验谈 Key words: foreign human resources director experience, talk about HR director management The boss often complains: why cant the HR Department recruit talent from the company? Why is staffs performance appraisal scores so high that the companys performance can not go up? Why cant a good employee keep them? The day before, when Ms. Zhang Xiaotong, 10 years of human resource management in foreign invested enterprises, with their own personal experience to the school of economics of Zhejiang University MBA senior class students a vivid management course. The human resources department is the plate on the bottom of the bucket If each department of the company is a bucket board, the human resources department is the bottom of the bucket. The bucket bottom theory is based on the well-known bucket theory. Bucket theory refers to determining the amount of water in a bucket, not the longest one, but the shortest one. However, the key plate is a little shorter, but the water holding capacity, though less, can still hold water after all. But if the bottom of the bucket rots, how much water will be left in the bucket?. The human resource department is the starting point of the companys strategy. Because there is no pool of talent, any good strategy is just a castle in the air. Zhang Xiaotong has been a director of human resources in China for 7 years in NOKIA. In the early 90s of last century, mobile phones were not universal, and mobile phone manufacturers such as NOKIA had just begun. Zhang Xiaotong and colleagues found that at that time the domestic university rarely set up communication professional, high-end professionals are very scarce. As a result, the human resources department has developed a detailed plan for recruitment. One of them is very effective, and has been used so far: NOKIA sends executives to give regular lectures at prestigious universities in the country.. From the beginning, tell the students about NOKIAs corporate culture and share succe