Learn Precise Recruitment With Foreign Companies

< p > < strong > Shell: 3 CAR potentials < /strong > /p >

< p > Shell's recruitment of university graduates focuses on the needs of the future, so you value your development potential very much.

Shell defines the development potential as "CAR", that is, Capacity, Achievement and Relation.

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< p > analytic power (Capacity): capable of rapidly analyzing data and learning.

The main issues can be identified with incomplete and unclear information.

Analyze the constraints of external environment.

Analyze potential impacts and relationships.

Creative solutions can be put forward under complicated circumstances and unknown situations.

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P Achievement: challenging goals for yourself and others.

For the fruits, perseverance.

Able to weigh priorities and changing demands.

Have the courage to deal with unfamiliar problems.

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P Relation: respect the opinions of people from different backgrounds and take the initiative to seek such advice.

Show honesty and integrity.

The ability to infect and motivate others.

Frankly, directly and clearly, < a href= "http://www.91se91.com/news/index_x.asp > > communication < /a >.

Establish a productive working relationship.

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< p > < strong > IBM:3 "high performance" < /strong > /p >

< p > IBM needs high performance talents, and in IBM's "high performance" culture, it mainly includes the following three aspects: the first is called Win, that is, "the determination to win"; the second is execution, that is, "fast and good execution ability"; the third is team, namely, < a href= > http://pop.sjfzxm.com/popimg/fz/index.aspx > team spirit < /a >.

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< p > < strong > NOKIA: 2 "people-oriented" < /strong > < /p >.

The core of the enterprise culture of < p > NOKIA is "people-oriented".

Embodied in the judgement value of talents, the company practices the "people-oriented" through two aspects.

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< p > hardware system, including professional level, professional level and technical background, is generally inspected by the executive manager of the Department; < /p >

< p > two is the software system, including communication ability, innovation ability and flexibility. It is generally inspected by the human resources department.

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< p > < strong > SIEMENS: 7 requirements for enterprisers < /strong > /p >

SIEMENS, known as the "cradle of entrepreneurs", is known as P.

In fact, a href= "http://www.91se91.com/news/index_c.asp" > SIEMENS < /a > is looking for "entrepreneurs' type personas". Their seven basic requirements for future entrepreneurs are: good examination results, rich language knowledge, wide interest, strong curiosity, desire to improve their work, calm and calm and perseverance in emergencies.

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< p > < strong > Panasonic: 70 talents, < /strong > /p >

< p > Konosuke Matsushita, the founder of Panasonic, is known as "the God of management". But Matsushita does not need top-notch "100 points" talents. They only need 70 points.

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< p > Panasonic's management concept is "appropriate", that is, "the right company, the right talent".

The "100 points" talent is not necessarily "appropriate" for the company. They tend to be too conceited, not willing to communicate with others, communicate tacit together, and complain about the environment. They also care about the positions and benefits offered by the enterprises.

And 70 points of talent, cherish the company's job opportunities, value the trust and trust entrusted by enterprises, actively progress, willing to learn, competitive passion, "70 points" talent if properly used, will also play a huge energy.

Therefore, Matsushita's management formula is: ability = enthusiasm = labor achievement.

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