Meng Juan, Manager Of Gigantic HR, Human Resources: Patience, Carefulness And Sincerity.

< p > interview: Meng Juan, human resources manager of Wujiang Jucheng Jet Weaving Co., Ltd., < /p >
< p > interview: TEXHR reporter Shi Xinli < /p >
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< p > TEXHR: exchange and share the elite management wisdom of the industry. Welcome to the TEXHR reception room. This special guest is Meng Juan from Wujiang Jucheng Jet Weaving Co., Ltd. < /p >
Hello, Meng P! Thank you very much for accepting the interview of TEXHR China a target= "_blank" href= "http://www.91se91.com/" > textile < /a > talent network. I understand that you have been engaged in human resources since graduating in 2003. What makes you devote yourself to this industry? < /p >
< p > Meng Manager: women are better at discovering and analyzing people's delicate psychology, and human resource management is such a work that focuses on "human". Actually, I am not a human resource management major, but I chose this job out of professional recognition and interest. < /p >
< p > TEXHR: reporter: since last year, you have taken over the human resources management of gigantic jet weaving. Can you simply invite you to review the whole 2012 year's work? What is the main highlight of this year compared with last year? < /p >
< p > Meng Manager: giant jet weaving is in the stage of rapid development. At this time, I feel very much responsible for joining this platform. The cultivation and introduction of talents is the main content of HR. If we talk about the highlights of this year's work, I think there are two main aspects. First, we have strengthened and improved the training of personnel in various departments. Second, we have introduced several executives through recruitment, promoting and improving the internal management capabilities, and have reserved echelon talents for the next step of the company's development. < /p >
< p > TEXHR: since the beginning of this year, influenced by factors such as rising raw materials and economic crisis, the textile industry is facing a severe test of shrinking international market and slowing domestic market growth. How is your company? Can you give us a brief introduction to the development strategy of the company? < /p >
< p > Meng Manager: in fact, 2012 is a challenging year for all industries. But market weakness is a crisis as well as an opportunity. For our company, we take advantage of this opportunity to reserve and train a large number of talents. This year, we have basically started the whole machine platform all year, and the business is normal. The staff are more stable and firm, and the development advantages are more apparent. < /p >
< p > 2013, the company's development strategy remains unchanged, insisting on "replacing development with development instead of conservatism, and striving for market with development". < /p >
< p > TEXHR: I understand that this year, your company successfully registered the giant Technology Group Limited. This is the first step towards the collectivization management mode. So, in terms of human resources, what do you think is the biggest challenge of such a transformation? < /p >
< p > Meng Manager: the competition of enterprises is ultimately the competition of talents. At present, our company has deeply recognized this principle from top to bottom. Therefore, as the head of HR department, I feel more responsibility for boosting the development of the company. < /p >
The first step is to maintain the advantages of the original branch management. Secondly, it is to collectivize operation and unified management, standardize the management system of group human resources, and arrange group recruitment, training and assessment system. The challenge will be greater than that of P. < /p >
< p > TEXHR reporter: Meng manager, you mentioned group training system just now. As far as I know, your company carried out 108 internal training courses in 2012. Can you talk about the details of your company's personnel training? < /p >
P: Meng Manager: our company has been working hard to catch up with the industry in terms of personnel training and standardized management. For example, in recent years, we have been working with high-end consulting companies, and have hired professional management teachers to escort the company's overall management. The 108 course is just one aspect of our personnel training, and our senior executives often send them to other training institutions such as Jiaotong University. Over the past few years, we have carried out multiplayer and multi-level training. It can be said that the development of these training activities has made our management ideas clear and smooth. Managers at all levels have agreed and supported the idea of management. < /p >
< p > for internal staff, we adopt internal open competition mechanism, preferentially promoted, competitive atmosphere is very strong, but on the other hand, it also motivates employees to enhance their ability, and is conducive to the reserve and training of talents at all levels. < /p >
< p > TEXHR: the stability of talents has been attached importance to by the industry. Just like what I mentioned before, at present, some enterprises say that training has increased the turnover rate of employees. On the one hand, the effect of enterprise training is not ideal, people think that they can not learn anything; on the other hand, the training effect is very good, and the talent has acquired knowledge and skills, but has chosen a company that can achieve personal value better. How can you view this phenomenon when enterprises are in such an awkward situation? < /p >
< p > Meng Manager: I think things should be divided into two parts. There is no doubt that talents must be trained. On the platform of gigantic integrity, I think it is training talents for the company, and leaving the company to find a bigger development platform, I think we are also training talents for the society. We must not stop eating because of talent and stop training and upgrading talents. And I believe that in our great efforts to improve the salary and welfare system, training system, promotion mechanism to enhance employee satisfaction and happiness at the same time, we recognize that our platform can naturally work hand in hand and win together. This is also the key for enterprises to choose talents: recognition of enterprises. < /p >
< p > TEXHR reporter: Meng manager, as a rich practitioner in the field of human resources, can you give some advice to students who are striving for human resources? < /p >
< p > Meng Manager: I think human resources work is a very patient and meticulous work. The work of "man" is the most difficult task. As a country of ceremonies, China pays more attention to human feelings and loyalty. Therefore, to do well in HR work, we must invest more in true feelings, and exchange your sincerity for the hearts of the majority of employees. Only in this way can we do a good job in HR. This can not be said to be a suggestion. I think we should encourage it together! < /p >
< p > TEXHR reporter: I agree with you very much that the human resources department is a link between the preceding and the following. It represents the attitude of the employees to the employees. It represents the voice of the employees. If we can not carry out the whole workflow with sincerity, we can not get the recognition, understanding and support from top to bottom. Meng manager, as one of the important candidates of China's textile a target= "_blank" href= "http://www.91se91.com/" > clothing /a /a > outstanding HR manager selection in 2012, what attracted you to this selection?
< p > Meng Manager: in fact, I mainly participated in this activity because I was curious about the selection. I hope to learn and see more valuable knowledge and management skills through TEXHR China Textile talent network, and I hope that the platform can give more support and publicity to our company's development, and sincerely hope that China Textile talent network can get better and better, and provide us with more opportunities to exchange learning! < /p >
< p > TEXHR: Thank you for your recognition and support for our TEXHR China Textile talent network and the selection activities. We are committed to providing more quality services to meet your needs for recruitment and personal capabilities. Thank you for accepting this interview. I wish you all the best of human resources management. "/p".
< p > Meng Manager: Thank you. < /p >