Training system is a very important part of the group's personnel training system, and it is also one of the best reputation system. In the training mode, the group uses mixed training, including on-the-job training, classroom training, online training, distance training, etc.. On the job training is one of the most important parts, including direct manager system, tutorial system and so on.
1 direct manager system
The direct manager system, that is, the direct manager's direct training and help to the subordinate. Every employee from the first entered the company started, there will be a direct manager to guide its work, this is a real business training, training content will even include customers visit tone, every little thing processing and so on.
Internal promotion system
The group is one of the few companies that have adopted internal promotion. Internal promotion system has become one of the most important forms of corporate culture, is the core of the system, and is also an important source of competitive advantage. With the growth of the group company and the growing sense of pride and ownership of the staff to maintain the cohesion of the company.
And another internal promotion system is closely related to P & G's rotation system, namely, employees can change jobs after sufficient work experience, to different departments or different areas of work, namely international or cross departmental rotation rotation. In the rotation problem would be respect their ideas, and strive to provide more opportunities to achieve their personal choice.
Talent support system
As an important part of the incentive mechanism, the group has a very competitive compensation system and employee benefits. To some extent, the group staff on hand held many other companies have no way to provide "the right to choose the way of working, which can choose whether to perform the elastic system, including the free choice of work time and freedom to decide whether to participate in the ESOP, the freedom to choose to work at home one day.
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