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Strive for transformation! The cultivation of talents in the General Assembly should also keep pace with the times The enterprise robbing war has begun! Major companies are not relentless in robbing people, and even TSMC has advanced to high school layout, which is nothing but huge pressure on other companies. Wanda Investment Holdings, the world's largest distributor of semiconductor components, did encounter the dilemma of not being able to find talents in recruitment. In this talent war, find your own path. Examine the internal structure and break away from the traditional HR thinking mode Zhuang Shixiong, Chief Information Officer of WWU Holdings, said frankly that compared with TSMC and the five major electronics companies, it is really difficult for WWU to find top scientific and technological talents, so it is bound to adopt a different approach to cultivate talents. He gave an example. When the General Assembly established the Data Science Division in 2017, after interviewing for half a year, no one was willing to join the job. "I have been busy for half a year!" He found that this is not only related to the company's brand image, but also the internal structure of the company. is another key factor. Later, through the coordination of Ye Fuhai, the CEO at the time, starting with the adjustment of the salary structure, people began to come in one after another. Ye Fuhai said that at different times, different structures, and costs are different, we can no longer use the traditional standard HR model to think. importance of the matter." Continue to empower and strengthen the cultivation of existing talents Of course, just adjusting the salary structure is not enough. The next step is to start thinking about how to cultivate and empower existing colleagues. "We were thinking, how can we help these colleagues so that their abilities can be raised to another level?" Zhuang Shixiong also believes that it is not necessarily necessary to recruit people who have been trained by outsiders, but to have planned education and training to let talents You can move forward with the General Assembly. According to his observation, the first two or three years of many people's work in the company is the time when the greatest progress is made, and after working for ten years, they will be at the same level at most. Time and effective methods, too much pressure in a short time will cause counterproductive effects. Therefore, under his call, the information department has held an IT hackathon at the end of each year since 2019. The theme is different every year. In this way, colleagues in the department can be stimulated, and relevant training courses can be arranged to cultivate new skills. From the beginning of 2022, it will cooperate with the Artificial Intelligence Technology Foundation for the first time in the "AI Empowerment Project" , and spend half a year learning AI-related technologies. At the hackathon at the end of the year, AI will be needed to solve the actual business pain points raised by various departments. "It takes some pain to imprint knowledge," Zhuang Shixiong said. Although the hackathon is a short-term competition, it still takes a lot of time to prepare beforehand. Some colleagues even stay up late to run programs. The unique feature of this year's competition is that it allows all departments of the group to join together, not only to ask questions, but also to send people to participate in the discussion of AI projects. "The next step is to expand," he emphasized. These trained IT colleagues are an important seed force for the digital transformation of the General Assembly. They already have certain capabilities, but they alone are not enough, so they must be expanded to other departments and teams. Only in this way can the whole enterprise be reborn.
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