Analysis Of Talent Strategy Behind UNIQLO

< p > Ryui Masa, founder of UNIQLO, once said: "in the case of UNIQLO, the store manager is regarded as the top operator of the company, without the management mechanism of" the manager is the protagonist of the company ", it will be very difficult for the retail industry to flourish.

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Since P officially opened stores in China in September 2002, after more than 10 years of development, its stores have spread all over the country.

Over the past two years, the number of stores in UNIQLO has been developing rapidly. UNIQLO officials said recently that there were 1000 shops in China by the end of 2020, and many new stores will go deep into the two or three tier cities.

UNIQLO regards the Chinese market as the most important global strategic market in the future. Of course, the huge growth of business needs more talents to support it.

"All along, UNIQLO tends to cultivate internationalized talents, hoping that such a talented person can jump out of the wonderful dance on the world stage," Li Zhen, director of Personnel Department of Xun (China) Trading Co., Ltd., said in an interview.

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< p > UNIQLO provides a systematic training mechanism for new employees and old staff and a customized development space for each employee.

The talent training mechanism of UNIQLO China has also been recognized by several well-known human resources service providers in China for several years.

There are many trophies and medals in China's fast selling offices, including the top 100 models of human resources in China in 2011 and 2012, and the best human resource management team, and the two most popular awards of "the most popular employers" and "the best campus recruitment".

In the Tenth China best employer list of the Chinese elite network in 2012, UNIQLO ranked the top ten among durable consumer goods - light industry, textile and garment enterprises.

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< p > the Department responsible for internal training in UNIQLO is called "UNIQLO University". It has refined the successful experience of UNIQLO's international retail business for many years, and has been refined into a systematic training system, based on the global working environment and broad promotion space. Through systematic training, employees are rapidly growing into the elite of the global retail industry.

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< p > UNIQLO recruits young people who have potential of international retail business from campus every year. The goal is to train them into shop managers after 1-2 years.

During their first year, they will receive systematic training, centralized training and on-the-job training.

In the shop on job training, the trainers will work together with new people every day through a "master apprentice" way.

After this period of time, UNIQLO will enhance the qualified newcomers to work independently for "a href=" http://www.91se91.com/news/index_c.asp "store manager /a", and then upgrade to store manager and provide more room for development.

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< p > > a href= "http://www.91se91.com/news/index_c.asp" > UNIQLO < /a > shop managers in the early days of the Chinese market were mostly promoted by the salesmen, and when UNIQLO started implementing the UNIQLO business reserve plan from 08 years, they began to reserve cadres from the graduates' recruitment managers, so as to help the newly graduated college students grow up to be excellent operators as soon as possible.

The program has been in operation for 5 years since the beginning of 08 years, and the recruitment of UNIQLO for this position is increasing year by year.

In 2010, more than 100 outstanding graduates were recruited through the plan, and this year the plan is expected to reach 500, the largest in recent years.

"The retail industry in China has not been developing for a long time. The retail industry in China is very short of management personnel. Therefore, it is a great opportunity for these young people to get more experience and exercise to become managers of a shop in half a year or a year.

The final interviewers of store managers reserve cadres are top companies. We always welcome young people who are courageous enough to challenge themselves and be confident to apply for this position.

Li Zhen said.

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< p > Li Zhen also stressed that although it will increase the opening of stores at all levels of cities, UNIQLO does not value the so-called "regional experience". "We hope that employees will become truly internationalized general management talents". FRMIC (fast marketing management and Innovation Center) is an incubator of internationalized Zero selling talents. The company has always strived to become a company attracting talents from all over the world. We are working to build a talent system that enables employees to enjoy fair opportunities all over the world and get fair evaluation and enhance their professional ability.

Only in this way can employees go to any new market in the future.

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Not long ago, "P" was jointly sponsored by Zhaopin and Peking University's corporate social responsibility and employer's brand communication center. Oscar, China's human resource management group, has won the annual "best social responsibility employer" award.

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< p > < a href= "http://www.91se91.com/news/index_c.asp" > fast sales > /a > China can win the award, and it is inseparable from every implementation of its talent strategy.

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