Shoe Enterprise AOKANG: Successful Start Of Talent Gradient Construction Plan

AOKANG shoe manufacturing Co., Ltd. has organized a speech contest under the theme of "if I am a workshop director / squad leader", according to the responsible person, the speech contest aimed at serving the echelon of talents is a sign of the company's successful start up of the talent echelon construction program.

AOKANG has recently held a speech contest aimed at serving the construction of talent echelon.

After the game, the responsible person, the judges and the participants took a group photo together.

When implementing multi brand management, diversified investment and internationalization strategy, AOKANG needs a large amount of talent supply as a support every year.

For the current situation, in order to deal with the impact of the US financial crisis on China's manufacturing industry, we need to strengthen the training and construction of talents so as to enhance the execution and combat effectiveness of the internal team and improve the overall efficiency.

Human resources is an important support for the development of enterprises. The establishment of human resources strategy and the establishment of strategic human resource management system are the top priority for enterprise development.

Jiang Xinghua, director of new strategy implementation and human resources director of AOKANG group, said: "AOKANG group will attach great importance to the allocation of talents and the training of successor echelon capability before every business development."

In order to further cultivate and explore internal talents in the company, stimulate the enthusiasm, creativity and initiative of managers and staff in the plant area, arrange the right people in suitable positions, maximize the human resources and explore the potential of employees, AOKANG shoe manufacturing Co., Ltd. has recently formulated a plan for the implementation of talent echelon construction.

According to the plan, the factory director and workshop director shall implement the system of job elimination, that is to say, the director or workshop director who does not possess or has serious quality or management problems shall be eliminated.

There is an internal promotion system for vacancies in workshop management. If there is a vacancy for a factory director or a workshop director, it will be promoted internally.

The way of promotion can be selected through public speaking, skill competition, quality consciousness and management ability. The first condition for selection is employee morality.

The company carries out a unified training for personnel who meet the echelon construction target. The training contents are: military training, corporate culture training, and how to improve management ability.

After the vacancy of director and workshop director is vacant, the personnel administration department can make adjustments within the company's scope, that is to say, the staff with outstanding performance and ability can be promoted to the position of workshop director. The specific process is as follows: the construction of the echelon construction is carried out periodically, namely, according to the unified registration, unified training and unified assessment method in every quarter or month, if there is a job vacancy phenomenon, it can be brought up at any time.

It is understood that this speech contest has attracted the attention of many employees. Many employees have actively participated in the speech contest.

From the point of view of the competition, all the contestants have been well prepared.

The theme of the competition is outstanding and rich in content.

Relevant responsible person said that in the future work, the company will also conduct a series of training and assessment of outstanding performance in the competition, and ultimately determine the reserve management staff.