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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h2 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>\u5bf9\u4f18\u79c0\u5e72\u90e8\u8981\u6562\u4e8e\u7834\u683c\u63d0\u62d4\u3002\u534e\u4e3a\u8fc7\u53bb\u592a\u5f3a\u8c03\u516c\u5e73\u4e86\uff0c\u73b0\u5728\u5df2\u7ecf\u6709\u516c\u5e73\u7684\u57fa\u7840\u4e86\uff0c\u63a5\u4e0b\u6765\u5c31\u662f\u8981\u6562\u4e8e\u7834\u683c\u3002\u201c\u4e0d\u62d8\u4e00\u683c\u964d\u4eba\u624d\u201d\uff0c\u521b\u9020\u6761\u4ef6\u4f7f\u4f18\u79c0\u5e72\u90e8\u548c\u4e13\u5bb6\u5feb\u901f\u6210\u957f\uff0c\u627f\u62c5\u66f4\u5927\u7684\u8d23\u4efb\u662f\u5728\u5f53\u524d\u7ecf\u8425\u73af\u5883\u4e0b\u6fc0\u53d1\u7ec4\u7ec7\u6d3b\u529b\uff0c\u52a0\u5feb\u5e72\u90e8\u4e0e\u4e13\u5bb6\u961f\u4f0d\u5efa\u8bbe\uff0c\u4fdd\u8bc1\u516c\u53f8\u6301\u7eed\u6709\u6548\u589e\u957f\u7684\u91cd\u8981\u6218\u7565\u6027\u4e3e\u63aa\u3002\u4e3a\u6b64\uff0c\u516c\u53f8\u5df2\u6709\u7684\u5e72\u90e8\u4efb\u7528\u548c\u4e2a\u4eba\u804c\u7ea7\u7ba1\u7406\u89c4\u5219\u548c\u7a0b\u5e8f\u7684\u57fa\u7840\u4e0a\uff0c\u5efa\u7acb\u9488\u5bf9\u4f18\u79c0\u4eba\u5458\u7684\u7834\u683c\u5347\u7ea7\u5236\u5ea6\u3002<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large\"><img decoding=\"async\" src=\"http:\/\/cxounion.cn\/wp-content\/uploads\/2023\/06\/CXOUNION\u65b0\u4e8c\u7ef4\u7801.png\" alt=\"\"\/><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<h3 class=\"wp-block-heading\">Huawei&#8217;s &#8220;three decisions&#8221; from the nine points of view of Ren Zhengfei&#8217;s &#8220;Use of candidates&#8221;<\/h3>\n\n\n\n<p>It is an important step for enterprises to achieve standardized management, improve operational efficiency and reduce costs, and it is also a basic work to promote the personal development of employees and achieve the strategic goals of enterprises. Human resources can be better allocated. The process of job setting and assignment can help enterprises understand the skills and responsibilities required for each position, so as to better select and train employees, so that they can better adapt to and be competent for their respective jobs.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>At present, Huawei is a successful Chinese company that has gone out, as a benchmark for many enterprises, Huawei&#8217;s candidate has been a place for people to learn and admire, through the following nine points of view of Ren Zhengfei&#8217;s &#8220;use of candidates&#8221;, look at how Huawei is to fix posts, fix appointments, and fix staff.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Select cadres from those with successful practical experience<\/h4>\n\n\n\n<p>In the appointment of Huawei, the highest standard for the appointment of cadres is practice. Huawei emphasizes the need to select and cultivate people with successful experience, and opposes empty talk on paper. Successful experience shows that managers have a certain methodology and leadership ability, and after training, these managers are easy to absorb the management methods of the company.<\/p>\n\n\n\n<p>Committed to improving organizational vitality, Huawei&#8217;s biggest crisis in the future is the inertia of the cadre and staff. The goal of internal rationalization is to stimulate the vitality of the organization, so that the team can charge and grow; A strong general must be born among the soldiers, a prime minister must be chosen from the prefecture, and a cadre must have successful practical experience.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. Select cadres from successful teams first<\/h4>\n\n\n\n<p>Huawei&#8217;s cadres and personnel are selected from successful teams. The emphasis on the selection of reserve cadres among employees who are brave and good at fighting and are not afraid of hard work does not mean that Shangganling will naturally produce generals, which means that we reject the qualities that leaders must have. A house does not sweep, how can sweep the world, a person leading a small team can not succeed, how to lead a large team? Huawei does not rely on the success or failure of the hero refers to the overall trend, and grass-roots cadres, within their own scope, can not succeed with the team, is not affirmed.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Select cadres from a global perspective<\/h4>\n\n\n\n<p>The company needs management cadres who have deep experience of the market and broad cultural background, how to understand the broad cultural background, a hodgepodge, know a little bit of everything. To become a senior cadre must have a wide cultural background, cadres to carry out the necessary cycle, is a good opportunity for wide cultural learning. This is very important, very meaningful, is to cultivate and care for everyone.<\/p>\n\n\n\n<p>Huawei&#8217;s basic strategy is to bring in a small number of high-cost smart people and bring in a group of low-cost smart people. The wise people recruited should make use of their experience and methods to bring their own team up. Huawei&#8217;s own young people are actually savvy and passionate, but they have no experience and no method, and they can do well with an understanding person. Put promising employees into suitable managerial and specialist positions.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">4. Government officials must go overseas to exercise<\/h4>\n\n\n\n<p>Cadres must go overseas to exercise, to take the lead in staying abroad for a long time, to complete the work of the whole project. We must do our best to streamline the organization under the condition of effective monitoring. Under the same conditions, the fewer government officials, the better, of course, can not be less than none. Therefore, we must unswervingly assign a portion of government officials to posts that directly generate added value.<\/p>\n\n\n\n<p>It must be costly for people who don&#8217;t understand war to conduct war. The cadres of the headquarters organs must have successful practical experience in the business they serve, and have the service spirit and service ability of being fast, accurate and hard working. The staff of the agency must also have practical experience in the service business.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">5. Horse racing culture, the selection of cadres to focus on performance, competition<\/h4>\n\n\n\n<p>In Huawei&#8217;s talent management, a fair competition mechanism is an important link in talent selection. The selection of talents should focus on performance, competition and merit, and those who can&#8217;t do their own work can&#8217;t do more important work. The top 25% of the fastest runners are left to the relevant departments to examine their quality. The authorities can pick whoever they want, but it has to be among the fastest horses.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>Huawei&#8217;s culture is a racehorse culture, giving &#8220;small horses&#8221; some opportunities in the selection of professional business backbones in the regional department. Of course, the expert team, including the maintenance of the inventory on behalf of the table, can also be generated through horse racing.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">6. Big wars, bad wars, hard battles out of cadres<\/h4>\n\n\n\n<p>Huawei emphasizes that cadres working in some difficult regions and countries, if this cadre is also competent in the market, do not wait for a vacant position, let him on. We must select from those who are willing to work, so we must have a different understanding of, selection and screening of cadres working in different regions, and let them take up posts, so that they can serve as deputies and deputy deputies, and so that their salaries can be raised.<\/p>\n\n\n\n<p>Cadres trained in developed areas should pay more attention to professionalism, and competitors and customers are much higher than your own level. Employees willing to work in tough areas are welcome to seed new methods. Great wars, bad wars and bitter wars will surely produce cadres. Headquarters organs and product systems should send reserve cadres to exercise in tough areas, grow up in tough environments, train and select cadres.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">7. Prioritize the inspection and selection of cadres from key events that affect the long-term development of the company<\/h4>\n\n\n\n<p>Huawei needs to select and train excellent cadres who are loyal to the company, work hard, achieve performance results, and stand out in the assessment of key events. In the selection of reserve cadres, we should also look at their positions and behaviors in key events, emergencies, and conflicts between organizational interests and personal interests.<\/p>\n\n\n\n<p>Loyalty to the company is mainly reflected in the key events of defeating the enemy and keeping the family business. The company attaches great importance to the attitude, words and deeds of employees in key events (such as when the company&#8217;s operation crisis, etc.). The company&#8217;s core employees must show a clear stance in key events and dare to adhere to principles for the company&#8217;s interests. Core staff selection, first of all to examine the loyalty shown in key events. The loyalty of core employees must stand the test of a long time, have a certain business ability, and can play a certain role as the backbone of the business when the company is facing major opportunities or risks.<\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">8. Employing strengths, not seeking perfection blame<\/h4>\n\n\n\n<p>If the cadre selected by Huawei through the qualification examination is a very perfect person, this person is called a saint, or a monk, and foreigners are called godfathers. This is not what the company hopes, Huawei hopes to elect an army, is a strong military. Through this qualification examination, Huawei should use a scientific evaluation system to greatly improve the previous emotional management. But there is also a very typical characteristic of emotional management, that is, it does not seek perfection and blame, and it does not require everyone to be perfect.<\/p>\n\n\n\n<p>In building the ranks of cadres, we must be more tolerant of them. To understand some employees, as long as he has no ideological and moral problems, you should treat them with a tolerant spirit. Look at the advantages of new cadres, do not always look at shortcomings, do not seek perfection and blame, there is no perfect person in this world. Of course, moral character is a no vote.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">9. Eclectic talent<\/h4>\n\n\n\n<p>Why dare not use it differently? Why not learn from the US Army? Ridgway was a major at the time of the Normandy landings, and by the time he arrived in Korea he was commander in chief of the United Nations Army. He later succeeded Eisenhower as Supreme Commander of NATO&#8217;s armed forces. That&#8217;s a huge improvement in just eight years. Why can&#8217;t Huawei choose its cadres this way? Huawei still has to choose some strategic maniacs to come up in order to occupy strategic areas. Find out who is the horse, use who. Companies no longer have any secrets to keep, and the days when you can count on this person and that person are over. Now it&#8217;s about who has good character, who has ability, who goes up. Of course you have good abilities but bad morals, so I don&#8217;t need you.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-body-text-color\">  CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p>We must dare to promote outstanding cadres beyond the norm. Huawei has emphasized fairness too much in the past, and now it has a fair basis, and the next step is to dare to break. &#8220;Eclectic talent&#8221;, creating conditions for the rapid growth of outstanding cadres and experts, and assuming greater responsibility are important strategic measures to stimulate organizational vitality under the current business environment, accelerate the construction of cadres and experts, and ensure the sustainable and effective growth of the company. To this end, the company&#8217;s existing cadre appointment and personal rank management rules and procedures on the basis of the establishment of exceptional upgrade system for outstanding personnel.<\/p>\n\n\n\n<p>\u672c\u6587\u7531<a href=\"http:\/\/cxounion.cn\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/a>\u8f6c\u8f7d\u800c\u6210\uff0c\u6765\u6e90\u4e8e\u4f18\u66fc\u5546\u7814\u9662\uff1b\u7f16\u8f91\/\u7ffb\u8bd1\uff1aCXO UNIONCXO\u8054\u76df\u5c0fU\u3002<\/p>\n\n\n\n<p class=\"has-text-align-center has-medium-font-size\">\u5982\u9700\u52a0\u5165<a href=\"http:\/\/weixin.qq.com\/r\/fxJxaVHE1AyrrRUK90dt\">CXO UNION\uff08CXO\u8054\u76df\uff09<\/a>\u9ad8\u7ba1\u793e\u7fa4\uff0c\u8bf7\u8054\u7cfb\u793e\u7fa4\u5c0f\u4f19\u4f34\u54e6~<\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter size-large\"><img decoding=\"async\" src=\"http:\/\/cxounion.cn\/wp-content\/uploads\/2023\/06\/CXOUNION\u65b0\u4e8c\u7ef4\u7801.png\" alt=\"\"\/><\/figure>\n\n\n\n<p class=\"has-cyan-bluish-gray-color has-text-color\" style=\"font-size:14px\">\u514d\u8d23\u58f0\u660e: \u672c\u7f51\u7ad9(<a href=\"http:\/\/cxounion.cn\">http:\/\/www.cxounion.cn\/<\/a>)\u5185\u5bb9\u4e3b\u8981\u6765\u81ea\u539f\u521b\u3001\u5408\u4f5c\u5a92\u4f53\u4f9b\u7a3f\u548c\u7b2c\u4e09\u65b9\u6295\u7a3f\uff0c\u51e1\u5728\u672c\u7f51\u7ad9\u51fa\u73b0\u7684\u4fe1\u606f\uff0c\u5747\u4ec5\u4f9b\u53c2\u8003\u3002\u672c\u7f51\u7ad9\u5c06\u5c3d\u529b\u786e\u4fdd\u6240\u63d0\u4f9b\u4fe1\u606f\u7684\u51c6\u786e\u6027\u53ca\u53ef\u9760\u6027\uff0c\u4f46\u4e0d\u4fdd\u8bc1\u6709\u5173\u8d44\u6599\u7684\u51c6\u786e\u6027\u53ca\u53ef\u9760\u6027\uff0c\u8bfb\u8005\u5728\u4f7f\u7528\u524d\u8bf7\u8fdb\u4e00\u6b65\u6838\u5b9e\uff0c\u5e76\u5bf9\u4efb\u4f55\u81ea\u4e3b\u51b3\u5b9a\u7684\u884c\u4e3a\u8d1f\u8d23\u3002\u672c\u7f51\u7ad9\u5bf9\u6709\u5173\u8d44\u6599\u6240\u5f15\u81f4\u7684\u9519\u8bef\u3001\u4e0d\u786e\u6216\u9057\u6f0f\uff0c\u6982\u4e0d\u8d1f\u4efb\u4f55\u6cd5\u5f8b\u8d23\u4efb\u3002<\/p>\n\n\n\n<p>\u672c\u7f51\u7ad9\u520a\u8f7d\u7684\u6240\u6709\u5185\u5bb9(\u5305\u62ec\u4f46\u4e0d\u4ec5\u9650\u6587\u5b57\u3001\u56fe\u7247\u3001LOGO\u3001\u97f3\u9891\u3001\u89c6\u9891\u3001\u8f6f\u4ef6\u3001\u7a0b\u5e8f\u7b49) \u7248\u6743\u5f52\u539f\u4f5c\u8005\u6240\u6709\u3002\u4efb\u4f55\u5355\u4f4d\u6216\u4e2a\u4eba\u8ba4\u4e3a\u672c\u7f51\u7ad9\u4e2d\u7684\u5185\u5bb9\u53ef\u80fd\u6d89\u5acc\u4fb5\u72af\u5176\u77e5\u8bc6\u4ea7\u6743\u6216\u5b58\u5728\u4e0d\u5b9e\u5185\u5bb9\u65f6\uff0c\u8bf7\u53ca\u65f6\u901a\u77e5\u672c\u7ad9\uff0c\u4e88\u4ee5\u5220\u9664\u3002<\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u4f01\u4e1a\u8fdb\u884c\u5b9a\u5c97\u3001\u5b9a\u7f16\u548c\u5b9a\u5458\u662f\u5b9e\u73b0\u89c4\u8303\u5316\u7ba1\u7406\u3001\u63d0\u9ad8\u8fd0\u8425\u6548\u7387\u548c\u964d\u4f4e\u6210\u672c\u7684\u91cd\u8981\u6b65\u9aa4\uff0c\u540c\u65f6\u4e5f\u662f\u4fc3\u8fdb\u5458\u5de5\u4e2a\u4eba\u53d1\u5c55\u548c\u5b9e\u73b0\u4f01\u4e1a\u6218\u7565\u76ee\u6807\u7684\u57fa\u7840\u6027\u5de5\u4f5c\u3002<\/p>\n","protected":false},"author":1,"featured_media":17942,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13],"tags":[55],"class_list":["post-17940","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-viewpoint","tag-55"],"_links":{"self":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/17940","targetHints":{"allow":["GET"]}}],"collection":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/comments?post=17940"}],"version-history":[{"count":1,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/17940\/revisions"}],"predecessor-version":[{"id":17946,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/17940\/revisions\/17946"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media\/17942"}],"wp:attachment":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media?parent=17940"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/categories?post=17940"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/tags?post=17940"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}