Jinjiang Shoes And Clothing Enterprises Send Employees To Read President Class

In contrast to the food industry, in addition to the mode of agents, the footwear and clothing enterprises in Jinjiang have increasingly favored the channel mode of branch direct operation in recent years.

The training of branch talents has also become an important work content of human resources department and marketing department.

During the visit, we found that there are still many deficiencies in the training of small and medium-sized enterprises for the personnel of different branches.

At the same time, we are pleased to find that some leading enterprises of shoes and clothing have also found some good ways to train off-site employees.

We will pay attention to the training of off-site employees in the footwear industry in Jinjiang after this year's report on human resources, which is difficult to train employees from different places.

To expand from market to branch manager is an important step in my career.

However, due to the lack of systematic training support from my staff and branch staff outside the province for a long time, a lot of work can only rely on my own experience, which is very bad for my personal development and the operation of the branch. "

Xiao Lin, the manager of a medium-sized shoe enterprise in Sichuan, Jinjiang, is very depressed.

Obviously, he was rather dissatisfied with his current way of working.

In 2006, because of his excellent performance, Xiao Lin was promoted to Sichuan branch manager from the market expansion.

However, in one year, Xiao Lin became very worried from the beginning.

The training of small businesses is not enough. But personally, Xiaolin has got a broader development platform. But over the past year, he has been busy running the market and dealing with company problems. He has no chance to learn and improve.

From the market expansion to the branch manager, it is a process of changing from staff to manager. But because of its lack of systematic training, Xiaolin has been doing a passive job for more than a year. When he does not understand the financial statements, he can only call to consult with the head office. When he does not know how to do team management, he can only grope for himself.

Kobayashi feels that this way of doing things is not good for us, nor is it conducive to the long-term development of the company.

Xiao Lin, even under the guidance of his staff, feels that he is not able to cope with them.

Market supervision Xiao Li's display level has been quite general, he guides the dealer's shop display also correspondingly is ordinary.

Like Xiao Li, Xiao Lin has always been looking for opportunities to give him some business guidance. However, the positions and responsibilities of branch employees are different. It is difficult for Xiao Lin to have so much time to guide them one by one.

It is difficult for employees to improve their quality, so it is difficult for them to have some systematic guidance for dealers and shopkeeper, and ultimately affect the performance of the branch.

The situation of Xiaolin, a small and medium-sized shoe and garment enterprise in Jinjiang, is by no means a case.

When they quit their job hopping to these companies, they often find that if they want to lead their own company to achieve a career, they need support from the head office. Among them, the training support of the head office is particularly important. However, the number of shoes and clothing enterprises in Jinjiang that can really get the job in this respect is very small.

According to industry analysis, in today's era of channel king, building terminal competitiveness is the key to win in the fierce market competition.

To build a terminal, enterprises are no longer relying on "horse race enclosure", and "intensive farming" on their own territory must also be carried out simultaneously.

"Whether it is to indirectly improve the dealer's management level through training the branch manager or branch employees, or directly training the distributors, or helping dealers to train excellent shop managers, will be a win-win for the enterprises and distributors.

Only with the improvement of the quality of single store can the whole plate of the enterprise be propped up to form a virtuous circle.

Rich man bird clothing Fujian branch manager Lin said.

The leading enterprises have been able to find new ways to send them out: the shortage of small and medium-sized shoe and clothing enterprises represented by Xiao Lin, a senior executive in the middle and upper level, has been concerned about the training of employees in different places, and some leading enterprises have paid close attention to them and found solutions.

According to our understanding, for the training of branch managers, the shoes and clothing enterprises in Jinjiang mainly take the form of sending them to university training. Insiders call training courses for middle and senior level as "President class".

At present, there are two ways for the "President class" to focus on training and segmental training.

The qiqipai men's wear is staged training. In mid July this year, Qipai men's Clothing Co operated with Xiamen University to start a top management training course (EDP).

It is reported that the course is focused on training for about 5 days a month. There are nearly 20 courses in each section, and the whole training will continue until the end of the year.

In the classroom of Xiamen University, the managers, agents and company executives from all over the country gathered together to receive training courses such as "strategic marketing", "human resource management" and "financial statement analysis". "These comprehensive management courses will promote the managers and agents of the branch from the aspects of knowledge structure, management ability and comprehensive quality."

Ding Maoxian, the training manager of qiqipai men's administrative center, said.

Ding Maoxian said that such a phased training method is more abundant, so after class can leave a discussion time, through group discussion, students share each other's case, colliding with each other's thoughts sparks.

In October last year, XTEP held a seminar on senior executive manager of XTEP Tsinghua University, which was held in Tsinghua University last year. A senior manager training course was held for two weeks at the branch manager and senior middle managers.

It is understood that at that time, the promotion of the three abilities of strategy and new thinking, brand marketing and team leadership is the top priority of XTEP. XTEP has divided the course into three modules: enterprise strategy and management new thinking module, brand and marketing module, management and execution.

It is reported that Li has also held the "President class" at Tsinghua University for the two time, and the number of trainees has increased from 70 to 160.

Please go home: training in different posts. In the men's clothing of Fujian Province, the nine Mu Wang is one of the few enterprises that insist on adopting the direct battalion mode from the start-up period.

Therefore, compared with other garment enterprises, there are more off-site employees.

Chu Li, director of human resources department, said that the direct marketing channel mode has an advantage. The managers of the branch companies are directly assigned by the head office, and the branch staff are also under the jurisdiction of the head office, so the direct branch can execute the head office policy more efficiently and effectively.

However, the level of business of a branch company directly affects whether the management intention of the head office can be carried out to the terminal.

It is precisely because of the importance of the level of business of the branch staff that the company will assemble all the staff of the branch office back to headquarters for training every year.

In July 31st of this year, King Mu Wang sent 136 leading shopping guides from all over the country to "go home" and conducted a five day training and exchange activities, training professional knowledge and skills such as "how to be a qualified store manager", "how to improve single store performance" and "shop display".

According to Wang Shuhong, training manager of Human Resources Department of nine Mu Wang, this year, nine Mu Wang also gathered more than 90 market supervisors to carry out supervision and certification training.

The logistics personnel of the branch are also asked to come back, and explain them to them by the relevant department managers.

For employees who were unable to attend the training for various reasons, the king also made the training contents into video files, uploaded them to the company's intranet, and added some of the staff.

Chu Chu Li said, "centralized" please go home "training, although the cost is relatively high, but such training can do the system and professional, and at the same time, let all places and the staff have an opportunity to learn from each other.

At the same time, Chu Li also revealed that using the direct battalion mode, the company's network construction must be better and better, and the situation of the whole company can be uploaded in a timely manner.

In fact, the training of employees in different places and positions has gradually become a trend in the footwear industry in Jinjiang. As a medium-sized shoe manufacturer that does not count as a leader, Jin LAK, in July this year, the first attempt to bring 163 outstanding national shopkeeper to Xiamen for 3 days of retail training.

In the training, golden lake also let these students practice and display some business skills, so that their business level has been improved in theory and practice.