The Assets of the Corporation

Posted by Yuka as Hot Cities

As we all know, good horse is the talented, the ones being able to select a good horse from a herd of horses are the managers and the employers as well. Why they are doing everything possible to find good horses? What do they think of a good horse on earth? And how do they choose a good horse nowadays?

All the above is the result of competition. Today the competition is no longer the quality, price and service of the products，but human resources between companies and even countries. For reflection, who designs the products? Who controls the quality of products? Who fixes the price of products? Who provides the service of products? The answer to all the questions is human being. Therefore, once a company owns the largest number of most excellent and suitable human resources will be better to flourish.

such as, why Chongqing LongFor (Group) Co., Ltd has not only become the leading enterprise in the field of Chongqing real estate but also accessed to the housing market of Chengdu, Beijing, Shanghai and Xi’an in a short period of 10 years? Vanke Real Estate Group, Sinosteel Investment Group, Shougang Group and a lot more others have done likewise. Why do they make such a great success? The secret is that they have a staff of first level. The great master of success Chen Anzhi once said:” The first level enterprise possesses first level human resources; the second level enterprise possesses second level human resources and so forth. ” And the level of an enterprise just determines the comprehensive strength and how many remarkable products it can create.

I think all of us are aware of the great Ritz Carlton Hotel of the United States. Every one of its staff’s attitude is very good. On one occasion, a guest asked the president of the hotel，how to train such nice staff. The president replied with a smile:” We never try to train our employees to have a good attitude, but we only employ the person who has a good attitude.” This shows that attitude is very important for the personnel selection. At this moment, someone may ask, is it enough to pay attention to the attitude? Of course not, to choose a good horse。 Attitude, ability and loyalty are three indispensable requirements. Suppose that someone is very capable but he has changed 24 jobs in one year, if you are the employer, would you select him? Certainly you wouldn’t because he is lack of loyalty. Once you choose him, he would become the burden of your company. For work time, he just occupies the public property with doing nothing and his residual value is zero. What’s more, he spreads rumors among colleagues. Can your company develop at a high speed with so many burdens? The answer is absolutely impossible. This hypothesis just reveals that why the successful companies stick to select a good horse. There is a good saying in management:” Good human resources are the free earning assets, but the mediocre staffs are the expensive debt burden. ”

As a result, the techniques of talent selection for the employers have written a new chapter. So let’s learn about the scientific revolution of talent selection by comparison.

I applied for a job in a hotel in 2006. About three minutes after my resume was handed into the office, I was taken to the office of the personnel manager, and he prepared for questions for me: Are you graduate this year? If I give you this job, where do you start? Why do you choose this profession? What’s your motive of choice our company? Then I heard “OK, you can come to work at nine tomorrow morning.” It was so easy to get the job.

Last March, I applied for a post in an investment group. After sending my resume to the department of human resources, I was told to go home and wait by a personnel commissioner. At that moment，I was very dissatisfied but what else I could do? After all, the company was not mine. I couldn’t understand. Next morning I was to get out of my house at half past eight, my phone rung. “Hello, this is the Chongqing Branch of Sinosteel Investment Group. Are you Mr. Wen? Please come to the department of human resources for interview at nine on time. ” I was very glad to hear that, but I only had half an hour left. Oh, my God! So I took a taxi to the Elite International Building. Fortunately, I wasn’t late for the interview. Led by the receptionist, we got to a large meeting room, and the personnel commissioner handed out each of us some materials. Ten minutes later, an instructor came in and gave a lecture of 80 minutes. Essentially the lecture had nothing with the recruitment. Some applicants were getting bored; however, a women instructor came in and did likewise for half an hour. At that time some applicants began to have a nap. Unfortunately, the qualification of all those above for interview were canceled. At about eleven, applicants began to make self-introduction and to express their opinions on corporation and the post they applied in turns. After that, according to the points of comprehensive evaluation, three applicants were selected to compete for every post. Finally the high level personnel meeting decided to select the best one. The selected lucky person thus became the assets to be determined. He would have a three month’s assessment, if he was assessed to be positive asset, he would win and have the job, but if he was assessed to be negative asset, he would have to say goodbye. At last I failed to be the top three and didn’t get the job.

The story above is just a filter talented episode of the personnel selection. The science of human resources is extensive、 profound and unpredictable. It is worth of further study.

In a word：
The talent is cornerstone for corporation to flourish.
The talent is corporation’s gratis asset。
The talent is stealthy weapons of scientific power country。