全球力,选好走出去的人才标尺（Global forces, select the talent yardstick of going out）

1、全球力,选好走出去的人才标尺（Global forces, select the talent yardstick of going out）The global; choose going out talent scaleOpen this picture setIn twenty-first Century, China government and enterprises to speed up the pace of going out strategy. ICBC, China Construction Bank and a number of previous based on d

2、omestic financial market of large state-owned commercial banks have set up branches in Europe, Southeast Asia and other overseas, to broaden the scope of business. And China petroleum, Sinopec and other resource-based enterprises in the early 90s was taken to explore overseas market pace, and the su

3、ccessful use of Europe and Africa and differentiated market, establish the integration of upstream and downstream business system. At present, more and more enterprises become multinational enterprises (Table 1), more and more enterprises in overseas talent to build a new organization or as an impor

4、tant work, therefore, how to choose the various challenges under globalization background talents has become an urgent need to solve the problem of these enterprises. Facing globalization talents work environmentWe may use global talent to describe the special groups of employees working in globaliz

5、ation or multinational enterprises. To select the talents, we must first understand the selection standard of global competency (Global competence), also referred to as the world (Globality).The selection and appointment of professional competency and full of core competency, focus more on the organ

6、ization tends to be stable and most representative enterprise culture and the performance of the behavior. When we are faced with the environment changes, to expand the business in a new culture system to create institutions, play a China belongs to the business world, we have to put the personnel c

7、ompetency standards in a totally new and constantly changing environment to consider. So, we must first look at globalization talents are to perform their duties in the kind of environment.Time / foot giant from fuzzy senseFour in the morning, I had to climb up from the bed, a cup of coffee with the

8、 headquarters of the conference call, while the five and Singapore Branch colleagues discuss an emergency fund transfer thing, just to work there at five.The difference is cultural and psychological cognitionSophie is a good subordinate, but always with the French romantic attitude towards work, not

9、 knowing this and our risk to the wrong misfits, also got.High external pressureThe regulators here always staring at us just entering the emerging market group, seems to be an open and fair market competition exists everywhere in inequality.The fast changing market and international environmentJust

10、 on the investment agreement because the Fed rate hike, forced to request details of the payment amount of reconsideration, competitors and get a respite.High tech information load / pressureLook at the Shanghai firm, see the London firm, see the banquet dish of New York. I was dealing with a backlo

11、g of mail a Blackberry mobile phone, each time from the mail in the ocean to mark what needs to be anxious to do, what can be postponed, which does not need to pay attention to.The effect of previous cultural experience / failureWhite please the meal on the table, the problem solving experience woul

12、dnt work here, you good for him, he again to your favor, but as long as there is a document they dont understand the place, but is to pass, this is the Germanic people.Many factors of conflictThese people in the Middle East cant seem to understand that, if want to follow their way to do these projec

13、ts at home can not pass, on both sides of the situation, legal and commercial cultural difference is too large. But if this business do not, one hour after Japanese investment and on behalf of the negotiations would be passive.The focus of the five core global forceInternational human resource cost

14、is huge, and with higher risk.In order to help global companies can better identify those challenges and the work environment for talent, reduce the risk, the practice of business leaders and experts of organizational behavior are studied, such as Goldman Sachs, former global president John Thornton

15、 specialized in Tsinghua University opened a global leadership programme. Here, if you are a global talent, with the imaginary look what is the core of global power.International knowledge systemImagine, when you are in front of subordinates and local customers in the United States to negotiate in E

16、nglish, step up to consciousness is the particularity of the dollar exchange rate, local governance, law system, tax system, financial investment regulation policy etc. When you are in my choice of words, the brain quickly flash is the difference of the same thing in the understanding of different c

17、ultures. When you email text, context and style are different from you who are familiar with the environment. All these constitute the occupation you deal with the new knowledge system of occupation environment. Table 2 shows you a clear definition of internationalization of intellectual ability and

18、 system arrangement out of the corresponding behavior index.Fast adaptation / force conversionIn the global enterprise, the cross regional cultural adaptation is no longer limited to a few professional requirements, as long as the international business contacts, it is necessary to talk about adapta

19、tion. It is not a simple switch of language information. Imagine your face needs the cooperation from all over the world, you must quickly think in Frankfurt five p.m. if it is convenient to call Beijing to wake a colleague had just fallen asleep. Or, you just put your communication channel to switc

20、h to a British customers there, immediately have a French customer phone call. Admittedly, with the globalization of business system, as your brain is like modern times in the Chaplin, jump, high speed switching. Table 3 shows the definition / conversion is to adapt to the ability and the behavior i

21、ndex.Open thinking / innovationFrom the study of Jack Welch and other previous successful managers, it is not difficult to find, keep an open mind and a curiosity about the world is how important. In more and more internationalization and globalization, your business any different information collis

22、ion will produce innovative ideas. Imagine the complexity of globalization, the only constant is the content of change, you must adapt to the new local market, policy and culture, at the same time and not lose the essence of domestic enterprises, it would have to carry out the new collision, constan

23、tly before to create themselves are hard to imagine new products and new process the new service, new strategies, and keep an open heart will help you to improve your knowledge of international system. The definition of open thinking / innovation ability and behavior index, see table 4.Tolerance / f

24、orce identificationConflict management is very important to do a good job. But a good management of conflict, we have to choose what kind of people? You will find that it is those inclusive, in the face of various conflicts are more likely to remain calm and steady attitude to treatment. A friendly

25、etiquette imagine international customers from small to large is when you cannot accept the education idea, how do you respond? Unfortunately, the results tell us that the people in the treatment of the first time of cross-cultural communication, always have the habit of knowledge from the system or

26、 the cultural archetype of the theory of others the resulting conflict. Table 5 gives the definition of tolerance / identify the capacity of and lists the corresponding behavior index.Self managementPsychology found that everyone has a comfort zone, is the individual in the long-term stable environm

27、ent and gradually build up the habit of cognition. Corresponding to the comfort zone is the area of patience. Bring comfort is often personal habits of environment. But people have to face the globalization of assignment is not consistent with their habit of patience, they feel the pressure is huge.

28、 And will continue to accumulate.If there is no good self adjustment ability. Keep the pressure as a self study opportunity mentality, it is difficult to say he can face continuing challenges in international environment. On the self management, table 6 gives the corresponding definitions and enumer

29、ates some behavioral indexes.Prediction of global force character keyAssessment of these competencies required by a complex set of evaluation system, but the integration of the previous talent assessment experience insight research consultancy, found that some key character also can predict the five

30、 core global force. In the emotional stability score high managers can better deal with the pressure and challenges but also can make self emotion, content management. At the same time, emotional stability score high managers in internationalization knowledge system, quickly adapt to / switching cap

31、ability is more easy to get high marks, their life and work are more organized and confident.Those who are easy-going, optimistic personality bias, often consider other managers more easily identify behavior tolerance and traditional cultural differences are familiar with their own large. Those new

32、things are always in front of outgoing, shining eyes, or more willing to persuade others to accept their own new ideas of the managers, is easy to get high marks in the aspect of innovation ability.Of course, the assessment information should be related to each other, cant see the relationship betwe

33、en personality and competence, such as personal emotional stability and strict liability is very strong, but not outgoing, optimistic, in the global environment more accessible to the internationalization of his knowledge system, show the adaptability, but in innovation often difficult to play. At t

34、he same time, the organization of the application of global for employment decisions, but also consider the organizations global management system has not enough dynamic flexibility and adaptability enough. If the lack of guidance of equal and open atmosphere, or in a relatively rigid work system, the Ping glob