华为职业管理从秘书开始（HUAWEI career management start with the Secretary）

1、华为职业管理从秘书开始（HUAWEI career management start with the Secretary）HUAWEI occupation Management: start from SecretaryChen Ying / Qinyuanname project development and management of human resourcesSpecial No. F1022008 02 issue copyShenzhen, autumn climate always seems so bleak.The corresponding public opini

2、on is the wind blowing in the banner of HUAWEI.At the beginning of November 2007, on the eve of the implementation of the new labor contract law, HUAWEI introduced a new law on labor contract: HUAWEI, all 8 years of working staff, in 2008 before New Years day, all has the initiative to handle the fo

3、rmalities of resignation (i.e. to resign after the appointment, and then signed) 1 3 years the labor contract with the company.This provision immediately faced media bombardment, the parties condemned a vehement, even think this is to escape the social responsibility of the enterprise in disguised f

4、orm, is the new labor contract law challenge.But in Longgang HUAWEI headquarters base, as usual calm and busy, no one because of the resignation of protest, no one to appeal.The fast pace of enterprises did not suffer interference.In encouraging employees to resign, re posts of this event, HUAWEI re

5、signed employee compensation scheme is much higher than that of the labor law provisions of the standard: a worker at HUAWEI for 12 years, can get 160 thousand yuan compensation. Even the lowest wage level HUAWEI clerk, 8 years can get 20 thousand yuan compensation. Compared with 20 years of seniori

6、ty of laid-off workers of state-owned enterprises, the buyout compensation generally only 20 thousand yuan.Also, HUAWEI has no employees to the society, but after the resignation of new posts. As long as you are willing to stay in the HUAWEI employees, can re apply, the majority of service over 8 ye

7、ars employees are formalities of resignation and re signed a new labor contract, and the staff take the chance to choose their own direction.Why HUAWEI is so stable? The answer is that human resource management framework which is closely related to the promotion and HUAWEI in recent years.In the HUA

8、WEI NVQ serve ChinaHUAWEIs development is an accelerated rise parabola.Around 1996, with the independent development of the CC08 switch market promotion, HUAWEIs annual sales reached 1 billion 500 million yuan, marking the end of HUAWEI sales agent for the main profit pattern of business period, ent

9、ered a rapid development stage.2003 sales of 32 billion 700 million yuan, 2004 sales of 46 billion 200 million yuan.But with the rapid expansion of production scale and staff, HUAWEIs management level is increasing, which only has 500 secretary. The Secretary in the company at all levels of manageme

10、nt level and the point of intersection, which plays an important role in promoting the management and development of the company.HUAWEIs secretary is basically a generally higher degree, bachelor degree, a HUAWEI began to enter the most valued high salary, say what you can do, then do the secretary.

11、 But a few months later found himself mainly to do some file transfer, data entry, meetings and other work, for a long time, feel like the Secretary will not want to do odd jobs.In 1998, HUAWEI vice president Zhang Jianguo was sent to Europe to investigate, during the investigation, Zhang Jianguo fo

12、und the famous British NVQ Qualification Administration certification is not worthy of the name,Companies in Europe, the NVQ management system covering all the occupation, all levels of skills and knowledge required from the president and manager of the office clerk to the company have made detailed

13、 provisions, each level reflects the level of knowledge and skills required in the practical work, and has the responsibility and authority in the industry.More importantly, NVQ management system has been identified by the international community, through this system can solve the problem of employe

14、e occupation development, but also greatly promote the enthusiasm of the staff. Evaluation of qualified employees can get the British institutions jointly issued by the international occupation qualification certificate, the certificate can be recognized by the society, to the staff, this is for the

15、ir own value recognition.So,Zhang Jianguo decided to foreign NVQ management system to move to HUAWEI.Not to the rules without Cheng FangyuanAt the beginning, the secretarial staff does not adapt to the administration of qualification of the enterprise implementation of the British NVQ certification.

16、As a secretary to the general manager Li Yuan also feel very simple, I do not know what the purpose of the assessment. Some common indicators of work, do not think what effect to enhance work.With the in-depth study, Li Yuan and other people gradually realize that it is based on the orderly work eff

17、iciency, qualification certification helps establish working order, so as to improve work efficiency; to handle the work outside the regular course of official duties needs, ideas, certification is to provide a way of thinking, an idea and help you find a common problem, establishes a logical thinki

18、ng order, so as to improve work efficiency.For secretarial work, is to establish a secretarial behavior, and achieve the mechanism of this specification.In the pilot work of the introduction of NVQ system, HUAWEI secretarial and management staff conducted a serious study on the administrative standa

19、rd of international enterprises, the control standard assessment work, so that employees have a clear occupation development channel improvement goals and secretarial staff.In the beginning, learning at the same time, the human resources department secretary repeated exploration qualification, HUAWE

20、I in accordance with the personnel management of British NVQ enterprise administration management standard system construction company and personnel training platform, the secretarial work of standardization and occupation of the target, and according to the companys actual situation of revision and

21、 refinement of the secretarial qualification standards, establish a set of the actual HUAWEI there is more than one level of qualification appraisal system.Under the guidance of this principle, typing speed, meeting notice, meeting with stationery, conference process management, the minutes of the m

22、ethod, the office information management, various departments have become the qualification process connecting elements of the HUAWEI secretary. For example, a half an hour before the call to check and occupation level is reflected in such details.The qualification system is done, the secretaries fi

23、nally understand their development direction. HUAWEI secretary occupation ability to rapidly increase, like computer management, document management, call processing, and other units to recruit three people to do, one is in HUAWEI. Save wages, management fees, office space, efficiency is higher.To d

24、etermine the qualificationsHUAWEI has also established a Certification Department, organize the training of specialized personnel responsible for the evaluation of the work, but also led to the company staff training.The problem is solved, the human resources department has set up two qualification

25、research group, each group of three people, began to develop other personnel qualification system. For example, HUAWEI senior managers qualification certification activities, on the one hand is the summary and evaluation of the cadres at all levels of a work, exploring the effective ways of certific

26、ation for the certification work in all levels, the next step of all positions to trailbreaker for; on the other hand is a thoroughly the senior managers from the comprehensive quality, to distinguish different managers of different occupation accomplishment and characteristics, in order to further

27、optimize the allocation of talent.To establish the qualification standard of sales personnel, is the first in the country selected 20 outstanding sales personnel, the research team went to the office to see how these excellent sales staff to visit customers, negotiate, and finally to work out a leve

28、l five qualification standard.Then HUAWEI formally established the qualification management department, establish corresponding qualification standards for each position. In order to enable employees to continuously improve their ability to work and value, there is a greater space for development, m

29、anagement qualification design management and professional double occupation development channel.In HUAWEI, 6 training centers all belong to the qualification management department under the. Many enterprises have headache for training invalid problem, is often due to the lack of qualifications syst

30、em, and should not know the existing gap. #p# page title #e#While HUAWEI, with the qualification system, from a level up to the level, the need to improve the ability of training is targeted at a glance. The standard of qualification of traction drive, with the support of the training system, emphas

31、izing the development function, the real solution to the problem of employee occupation development.Employees can according to their own characteristics, combined with the business development, design occupation development channel is feasible for yourself.In the case of Li Yuan, he had two choices:

32、 one is to go into the post management channel, human resources system, the human resources manager for the occupation target; the two is to go post channel, insist on doing the technical work of human resources, human resources become the internal technical experts.Evaluation of tractionIn order to

33、 help the employees to quickly reach the target, HUAWEI has developed the evaluation system for the promotion of NVQ system.With other evaluation of the difference is, NVQ is not the work of the appraisal rating, but counseling to help employees, and the relationship between the assessor and employe

34、es is a mutual help each other to jointly improve the process, help the staff to meet, so that employees can freely, to play their normal ability in the evaluation process.After several months of unit evaluation, Li Yuan is feeling a good secretary with the overall quality of guide work: to check th

35、eir own work in secretarial standard control evaluation, there is a gap between the sense of guilt or will see light suddenly, reaches the required standard will feel a kind of satisfaction.In order to ensure the quality of the assessment work, HUAWEI in the pilot work according to the British NVQ s

36、ystem requires the implementation of internal and external supervision and examination system. Consider the work by the governor, the company in order to promote employee compliance for a common goal, coordinated on the promotion of HUAWEI company, the management level, and improve the relationship

37、between the upper and lower levels.In principle, HUAWEI every two years for a job qualification, the company according to the authentication result, decided to continue in office staff, promotion, demotion or use.A year later, HUAWEI Secretary to participate in the evaluation in general examination

38、stage reached more than 300 people, the number of completed level 1 Evaluation of up to 180 people, appraisal outstanding secretary to the marketing department can exercise, can also get gradually increase.From the administrative qualifications of British NVQ certification enterprises, established n

39、orms of secretary, improve work efficiency, but also solves the problem of the secretary occupation development channel, greatly stimulated the enthusiasm of the Secretary general.Since then, HUAWEIs every employees occupation development channel in NVQ system planning was opened.Three-in-one the hu

40、man resource systemThrough the introduction of the NVQ system, HUAWEIs human resource management framework basic forming.In 1999, HUAWEIs performance management system, salary distribution system and qualification evaluation system has been very perfect. Three systems support each other, dynamic.Wit

41、h HUAWEIs compensation system as an example, HUAWEI pay according to different levels of differences, new employees and the market price of the same, undergraduate students 3500 yuan, 4000 yuan graduating master. There will be a chance to pay after the positive, or not more than 500 yuan. Every six

42、months or a year department will have salary index, or not more than 1000 yuan. In 1999 100 thousand year old employee stock bonus to the hundreds of thousands have come in, after 2001 have no stock.HUAWEI is the implementation of monetary policy and welfare.No housing provident fund, but 800 per mo

43、nth to 1000 yuan (headquarters in Shenzhen for 1000 yuan) subsidies to workers card, can be in the companys cafeteria and supermarket consumption, if you want to cash to pay a 20% tax. Year-end bonus of 30 thousand yuan, 20 thousand yuan, 10 thousand yuan, depending on the product size and profit.15

44、% of the basic monthly wages as a retirement fund, including social security, once the extraction of remaining part at the time of separation, but also to deduct 20% tax.Overseas employees in addition to enjoy basic security and high subsidies.According to the market pricing and floating system, is

45、the embodiment of the company to reduce costs and enhance efficiency of thought,It also further promote a large number of personnel changes.The superiority of this standard is that HUAWEI evaluation, the treatment of workers and jobs do not necessarily have the relevance of the inevitable, after get

46、ting rid of the interests of nepotism, a simple sign work position is just in the enterprise. The removal mechanism of the post after the official standard, the staff naturally open up channels. In 2002, I went to the post of human resources from the secretary position, turn the basic logical proces

47、s, because the results are clear qualification certification. Li Yuan said.The HUAWEI Process Certification, fully reflects the relative fairness and objective standards; the implementation of the qualification system, the HUAWEI on the selection of cadres, to organizational assessment, occupation o

48、f up selection more scientific and reasonable mechanism; for personnel training, training clear and specific research direction; at the same time. Open the promotion channel of employees, HUAWEI also institutionalized a process must be taken to replace the old and new.The system is the key, Gangjumu

49、zhangHR based HUAWEI is very unique, the human resources committee system is divided into five levels, the company level by the president, vice president, two level committee by the business department is decision-making managers, so down, until by the director, vice director, business manager consi

50、sts of five committee. The committee is the decision-making and evaluation mechanism, so that everyone can make a sound, through the collective decision to implement the concept of justice and fairness.HUAWEIs human resources department is divided into multiple levels, from the company level, the human resources department to complete functions, the system of cadre department. The relationship betw