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class=\"wp-block-heading has-medium-font-size\">Q5.\u6574\u5408\u8de8\u90e8\u95e8\u56e2\u961f\u540e\uff0c\u600e\u4e48\u7cbe\u7b80\u63d0\u6548\uff1f<\/h2>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u9996\u5148\uff0c\u8981\u770b\u4f60\u7684\u7ec4\u7ec7\u8bbe\u8ba1\u662f\u4e0d\u662f\u6709\u95ee\u9898\uff0c<\/strong>\u6bd4\u5982\u8bf4\uff0c\u6709\u7684\u65f6\u5019\u51fa\u73b0\u201c\u4e09\u4e0d\u7ba1\u201d\uff0c\u6709\u7684\u662f\u4e24\u4e2a\u4eba\u4ea4\u53c9\u7ba1\uff0c\u4f60\u628a\u5b83\u634b\u6e05\u695a\uff0c\u5c31\u80fd\u63d0\u5347\u4e00\u90e8\u5206\u6548\u7387\u3002<\/p>\n\n\n\n<p 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u5982\u679c\u56e2\u961f\u7ba1\u7406\u8005\u53d1\u73b0\u6d3b\u7684\u6570\u91cf\u4e0a\u4e0d\u53bb\u4e86\uff0c\u5c31\u50cf\u534e\u4e3a\uff0c\u4e94\u4e2a\u4eba\u7684\u6d3b\uff0c\u56db\u4e2a\u4eba\u5e72\uff0c\u63d0\u654820% \uff0c\u4f60\u4e0d\u8981\u51cf\u5c11\u5de5\u8d44\u603b\u548c\uff0c\u8981\u628a\u672c\u6765\u4e94\u4e2a\u4eba\u7684\u94b1\uff0c\u5168\u7ed9\u8fd9\u56db\u4e2a\u4eba\uff0c\u8fd9\u6837\u5927\u5bb6\u90fd\u8d5a\u4e86\u3002<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q6.\u5982\u4f55\u5224\u65ad\u5458\u5de5\u7684\u4ef7\u503c\u89c2\u662f\u5426\u4e0e\u516c\u53f8\u5339\u914d\uff1f<\/h2>\n\n\n\n<p 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has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u7b2c\u4e09\uff0c\u6211\u4e0d\u7528\u63a8\u4ed6\u4ed6\u5c31\u80fd\u52a8\uff0c\u8fd9\u53eb\u4e09\u7ea7\u8d23\u4efb\u5fc3\uff1b<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u56db\u7ea7\u8d23\u4efb\u5fc3\uff0c\u662f\u4ed6\u4e3b\u52a8\u627f\u62c5\u56f0\u96be\u548c\u6311\u6218\u578b\u7684\u5de5\u4f5c\uff1b<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u4e94\u7ea7\u8d23\u4efb\u5fc3\uff0c\u5c31\u662f\u6709\u4e9b\u65b0\u7684\u5c97\u4f4d\uff0c\u6216\u8005\u98ce\u9669\u5c97\u4f4d\uff0c\u4ed6\u54ea\u6015\u4f1a\u4e22\u4e4c\u7eb1\u5e3d\uff0c\u5931\u53bb\u65e2\u5f97\u7684\u5229\uff0c\u8fd8\u613f\u610f\u505a\uff0c<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\"><strong>\u7b2c\u4e00\uff0c\u613f\u666f\u5438\u5f15\u3002<\/strong><\/p>\n\n\n\n<p 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class=\"has-medium-font-size\">\u2164.\u80fd\u591f\u7406\u89e3\u5bfc\u81f4\u4ed6\u4eba\u6001\u5ea6\u3001\u884c\u4e3a\u4e0e\u5904\u4e8b\u65b9\u5f0f\u7684\u6df1\u5c42\u6b21\u73af\u5883\u539f\u56e0\uff0c\u5e76\u63d0\u4f9b\u529b\u6240\u80fd\u53ca\u7684\u652f\u6301\u4e0e\u5e2e\u52a9\u3002<\/p>\n<\/blockquote>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q9.\u8d38\u6613\u516c\u53f8\u7684\u9500\u552e\u90e8\u95e8\u4ee5\u4e1a\u7ee9\u6765\u8861\u91cf\u80dc\u4efb\u7387\uff0c\u804c\u80fd\u90e8\u95e8\u548c\u552e\u524d\u4ea4\u4ed8\u90e8\u95e8\u7684\u8d21\u732e\u4e0d\u6613\u8861\u91cf\uff0c\u5982\u4f55\u8bbe\u8ba1\u80dc\u4efb\u7387\u7684\u91cd\u70b9\u6307\u6807\uff1f<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">\u9996\u5148\u8fd9\u91cc\u9762\u4f60\u72af\u4e86\u4e24\u4e2a\u9519\u8bef\uff1a<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p 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class=\"has-medium-font-size\"><strong>\u7b2c\u4e8c\uff0c\u6bcf\u4e2a\u90e8\u95e8\u90fd\u6709\u80fd\u529b\u8981\u6c42\u3002<\/strong>\u4ee5\u4eba\u529b\u8d44\u6e90\u8fd9\u6837\u7684\u804c\u80fd\u90e8\u95e8\u4e3a\u4f8b\uff0c\u6211\u8bf4\u4e24\u4e2a\u57f9\u8bad\u8003\u6838\u7684\u6307\u6807\uff0c\u4e00\u4e2a\u662f\u5173\u952e\u5c97\u4f4d\u7684\u53ca\u65f6\u5230\u5c97\u7387\uff0c\u4e00\u4e2a\u662f\u57f9\u8bad\u540e\uff0c\u4eba\u624d\u5bc6\u5ea6\u6216\u8005\u4eba\u5c97\u5339\u914d\u5ea6\u7684\u63d0\u5347\u7387\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u8fd8\u6709\u641e\u7ec4\u7ec7\u3001\u641e\u6fc0\u52b1\u7684\uff0c\u6fc0\u52b1\u4ee5\u540e\u6548\u679c\u80fd\u4e0d\u80fd\u770b\u51fa\u6765\uff1f\u8fd9\u4e9b\u5b9e\u9645\u4e0a\u90fd\u8fd8\u662f\u4e1a\u7ee9\u6307\u6807\u3002\u6211\u4eec\u5e94\u8be5\u8003\u6838\u7684\u662f\u80fd\u529b\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u90a3\u4eba\u529b\u8d44\u6e90\u9700\u8981\u4ec0\u4e48\u80fd\u529b\uff1f\u4f60\u53ea\u80fd\u505a\u4e00\u4e9b\u6267\u884c\u6027\u7684\u5de5\u4f5c\uff0c\u5c31\u662f\u521d\u7ea7\uff1b\u80fd\u505a\u4e00\u4e9b\u6a21\u5757\u8bbe\u8ba1\uff0c\u5c31\u662f\u4e2d\u7ea7\uff1b\u80fd\u505a\u591a\u6a21\u5757\uff0c\u4f60\u5c31\u5230\u4e86\u9ad8\u7ea7\uff1b\u80fd\u505a\u6574\u4e2a\u4eba\u529b\u8d44\u6e90\u4f53\u7cfb\u5efa\u8bbe\uff0c\u4f60\u5c31\u5230\u4e86\u66f4\u9ad8\u7ea7\u3002\u8fd9\u662f\u57fa\u4e8e\u4e13\u4e1a\u80fd\u529b\u7684\uff0c\u4e0d\u662f\u57fa\u4e8e\u4e1a\u7ee9\u3002<\/p>\n\n\n\n<figure class=\"wp-block-image 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<h2 class=\"wp-block-heading\">\u7ffb\u8bd1\uff1a<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Recently, Wu Jianguo, former vice president of Huawei Human Resources, answered a number of talent management questions from students in the broadcast room. We have compiled 9 of the most representative questions and answers to share with you. It is also recommended that you join Wu Jianguo&#8217;s &#8220;Huawei Talent Management Course&#8221; and improve your team&#8217;s ability together with more than 14,000 students who are already studying.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q1. Huawei&#8217;s talent management method is very good, but how to measure the effect of talent work? Many times it is difficult to have quantitative things to measure how well the talent work is doing, after all, the talent work is a long-term investment, short-term can not see the effect.<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Talent management is a strategic investment that will not yield results in the short term, but it has several evaluation indicators that are very important.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">First, the active turnover rate of excellent employees. The active turnover rate of good employees is getting higher and higher, which is definitely not a good thing, because your talent density will be lower and lower.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">If your talent management makes the active turnover rate of outstanding talents or key positions lower and lower, this is definitely good.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, the matching degree of people and posts is getting higher and higher.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Third, human efficiency is growing at a rate of at least 10% per year. Innovation business is negligible.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">I took a look, Huawei over the years, except for the special circumstances brought about by Trump&#8217;s crackdown, from 1996 to 2019, it has maintained a very high increase, from 600,000 to 4.4 million people.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q2. More than ten years of old employees hold key positions, and the newly recruited managers have been moving under the crowding out of old employees. How to change this situation?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Let&#8217;s assume you&#8217;re hiring someone who&#8217;s basically qualified. There is a basic problem in management, which is rejection, just like if you put the best liver in the world into the body, there will be rejection.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">First, what is the most critical decision? It&#8217;s the boss who wants to create an atmosphere that reduces rejection. If the boss can&#8217;t build it, it&#8217;s hard to solve.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, it is mandatory to appoint someone who can lift him up on a horse and give him a ride, so that he has a parachute. This could be the boss, or it could be another executive. It mainly helps him solve two problems, one is the understanding of strategy and business, that is, the understanding of &#8220;things&#8221;, and the other is the understanding of &#8220;people&#8221;.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Third, this kind of manager, do not let him immediately into the number one position. You can give him the offer, but give him a step cushion, you can let him start as a vice president or assistant, and then three months later gradually transfer.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">These three moves can be used, if these three moves can not, the biggest problem must be the boss&#8217;s problem.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q3. Old employees refuse to bring new people, but their own skills are excellent, the company can not take him, how to do?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">This problem is not only your company exists, this is the problem of all Chinese companies, that is, &#8220;the apprentice starved to death.&#8221; How to solve this problem?<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Take Huawei again. Huawei also encountered the same problem in 1998, and the solution at that time was to include talent training in the evaluation of managers, not just the evaluation of managers&#8217; performance.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In Huawei, expert-level technical experts and all managers cannot be promoted if they cannot train successors or train talents.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In order to strengthen this matter, Huawei put 35% of the weight on the training of cadres and talents in the qualification composition of the top leaders at that year.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Many people asked Ren Zhengfei, I do a good job, the strategy and management is not on the line?<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Ren Zhengfei said no, you do well now is OK, later is not OK. What if you leave? How can a career be succeeded? We&#8217;re trying to overcorrect. If you are willing to cultivate talents, this weight can be lowered.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">After 20 years, Huawei&#8217;s weight is now gone. Why? Because Huawei&#8217;s managers, from &#8220;pighead small captain&#8221;, to &#8220;Kameda Squadron leader&#8221;, to &#8220;Yamamoto Battalion leader&#8221;, experts from intermediate experts to senior experts, everyone is willing to train talents. This is something that needs to be promoted by a set of mechanisms, which is very important.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">&#8220;Soft&#8221; is also very important, such as teaching and learning, but only rely on the &#8220;soft&#8221; can not, must be hard. The environment in China is not very supportive of echelon building, which you have to keep in mind.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q4. Team maturity is high, there are many old employees, and personnel costs are high. I want to optimize the team to improve efficiency and reduce costs, but it is difficult to decide whether to stay or go.<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Old employees lie flat, it is the same in all companies, this problem is really difficult to deal with. There are two situations, one is inside the system and the other is outside the system.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Outside the system you come &#8220;fierce&#8221; is OK within the system is not OK. The model within the system, the most appropriate is not to lay off employees, is to do job transfer, is to give him some very severe positions, these positions may not be the most valuable positions, if they do not do well there, will not bring great damage to the company, if he is not willing to resign, the company does not matter.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">A little more outside the system. Let me take Huawei&#8217;s approach as an example.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">First, Huawei has qualification standards every year. Employees are not not progress or retreat, progress is slow to retreat. You used to be level 3, and after two years the standards are raised, then you become Level 2, you have to go to level 2.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, Huawei&#8217;s cadres are forced to be eliminated at the bottom 10%, and they can no longer be cadres at the bottom 10%. Every year, you fear that you are in the 10%, which is a very high probability.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q5. How to streamline and improve efficiency after integrating cross-departmental teams?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">First of all, to see if there is a problem with your organizational design, for example, sometimes there are &#8220;three regardless&#8221;, some two people cross pipe, you make it clear, you can improve some efficiency.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, to study human effectiveness, there must be a comparable human effectiveness improvement standard. For example, you can divide your business into two parts. One is a mature business, where improving human effectiveness is valuable. One is innovative business, there are fewer people, and it is difficult to predict the effectiveness of people, you can leave it alone.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Mature businesses must have a bottom line of at least 10% improvement in performance per year, and this bottom line should not be left to human resources to achieve, you should put this goal on the team.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">If the team manager finds that the number of jobs does not go up, just like Huawei, five people&#8217;s work, four people do, improve efficiency by 20%, you do not reduce the total salary, you should give the money of the original five people to these four people, so that everyone earns.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q6. How to judge whether the values of employees match those of the company?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">At that time, Lenovo asked me a question, saying that Lenovo evaluated the sense of responsibility, level 1 is no sense of responsibility, level 2 is a little sense of responsibility, level 3 is a partial sense of responsibility, level 4 is a strong sense of responsibility, and then above is a strong sense of responsibility, I do not know how to evaluate.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">What does Huawei say about responsibility? Behavior, like behavioral interviewing, places values on specific behaviors. Moreover, values assessment can also establish a set of graded behavior standards.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">It is very simple, for example, to evaluate the sense of responsibility, the first level is called passive non-implementation, that is, I push you, you do not move, this is called the first level of responsibility;<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, I push him, he moves, this is called secondary responsibility;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Three, he can move without me pushing him. That&#8217;s level three responsibility.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Level 4 responsibility is that he takes the initiative to undertake difficult and challenging work;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Level five is when there are some new positions, or risky positions, he is willing to do even if it means losing his job, losing his vested interests,<\/p>\n\n\n\n<p class=\"has-medium-font-size\">It&#8217;s called level five responsibility. It&#8217;s all behavioral evaluation. You can tell by looking around.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Moreover, Ren Zhengfei also added that senior managers must have five levels of responsibility, middle managers must have four levels of responsibility, and grass-roots managers must have three levels of responsibility, which is called behavior evaluation.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q7. How to attract talents for a rapidly developing startup?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Let me take out the core point on this side:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">First, vision attraction.<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">You&#8217;re a startup. You have to inspire him to dream of the ocean. When Ren Zhengfei brought Zheng Baoyun over, Huawei was just a trading company, Zheng Baoyun was studying for a doctor at Tsinghua University, he went to Beijing to personally find Zheng Baoyun, and told him that China&#8217;s communication equipment market was facing a painful situation of &#8220;seven countries and eight systems&#8221;, and said that I want to do a big thing with you &#8211; let the Chinese people use their products and drive out the world powers. In addition to being moved by national feelings, Zheng Baowith was also moved by Ren Zhengfei&#8217;s sincerity.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Here I also want to tell you that the boss talks in person, for small companies to attract excellent talent, is a very simple but important way, do not ignore it.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Second, growth incentives.<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">What is growth motivation? Is the growth space to attract talent. The more talented people are, the more they are generally not limited to short-term interests, and they are more focused on future growth. You can lay out a perceptible growth plan for each other.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Of course, there are steps you can take if your company doesn&#8217;t already have a well-established rank system in place. For example, the most direct point, when small companies attract large factory employees, they can give higher ranks and authority.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">For example, you can also show, more concretely, the rate of advancement of top talent in your company. Compared with mature enterprises, high-growth startups have greater advantages in terms of personal growth space.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Third, share incentives.<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">When small companies attract good talent, they need to move employees from a &#8220;worker&#8221; mentality to a &#8220;partner&#8221; mentality by sharing long-term benefits with employees.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">The usual way to share long-term benefits is to incentivize them with equity or options. Of course, the design of equity or options is relatively complex, and often needs to hire professional consulting firms and lawyers to make personalized plans, but there is a big principle to grasp, that is, incentive design is either not done, and it must be really effective.<\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q8. How to quickly identify whether a sale is worth the time to cultivate?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">Assuming the person has no problem, you only need to look for one thing &#8211; interpersonal intelligence, that is, his ability to quickly know what the other person wants, which is the number one quality in sales.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">I have observed all the marketing masters of Huawei, and those who have been capable for more than 20 years are all talents. His expression skills may not be strong, but his ability to understand people is very strong.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">I call this kind of person in the class &#8220;sincere fraud&#8221;, I use the word is not very good, I want to express that he is very able to know what others need, can say every word to people&#8217;s hearts.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Regarding interpersonal understanding, you can evaluate according to the following 5 levels, Huawei has used this method to improve the selection accuracy of the marketing team to 95%.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">I. Inability to fully understand the direct expression of others;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u2171. Can understand the direct expression of others, but only stay at the surface level of meaning;<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Iii. To understand the true thoughts of others, to grasp the thoughts and emotional intentions of others that have not yet been expressed;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Iv. Deeply understand the ideas of others, can predict the subsequent actions and reactions of the other party, and make corresponding countermeasures;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">V. Be able to understand the underlying environmental causes that lead to other people&#8217;s attitudes, behaviors and ways of doing things, and provide support and assistance within the capacity.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<h2 class=\"wp-block-heading has-medium-font-size\">Q9. The sales department of a trading company measures the competency rate by performance, and the contribution of functional departments and pre-sales delivery departments is not easy to measure. How to design the key indicators of competency rate?<\/h2>\n\n\n\n<p class=\"has-medium-font-size\">First of all, you made two mistakes here:<\/p>\n\n\n\n<p class=\"has-medium-font-size\">First, it is wrong to measure competence by performance. Because performance may be pie in the sky, not by him, but by his leadership. Competency is competency, performance is measured by KPI or OKR, and competency is decomposed by key behaviors.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, each department has competency requirements. Taking a functional department such as human resources as an example, I said two training and assessment indicators, one is the timely arrival rate of key posts, and the other is the improvement rate of talent density or person-post matching after training.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">There are organizations, incentives, incentives after the effect can be seen? These are actually performance indicators. What we should measure is ability.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">What are the capabilities required for human resources? You can only do some executive work, is the primary; Can do some module design, is intermediate; If you can do more modules, you will be advanced; If you can do the whole human resources system construction, you will reach a higher level. It&#8217;s based on expertise, not performance.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76dfcxounion.cn<\/mark><\/p>\n\n\n\n<p class=\"has-cyan-bluish-gray-color has-text-color has-small-font-size\">\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\u7f57\u8f91\u601d\u7ef4\u5434\u5efa\u56fd\uff1b\u7f16\u8f91\/\u7ffb\u8bd1\uff1aCXO UNIONCXO\u8054\u76df\u5c0fO\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 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 has-small-font-size\">\u514d\u8d23\u58f0\u660e: \u672c\u7f51\u7ad9(<a href=\"http:\/\/www.cxounion.cn\/\" target=\"_blank\" rel=\"noreferrer noopener\">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 class=\"has-cyan-bluish-gray-color has-text-color has-small-font-size\">\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>\u4eba\u624d\u7ba1\u7406\u662f\u4e00\u9879\u6218\u7565\u6027\u6295\u8d44\uff0c\u77ed\u671f\u96be\u4ee5\u89c1\u6548\uff0c\u4f46\u662f\u5b83\u6709\u51e0\u4e2a\u8bc4\u4ef7\u6307\u6807\u662f\u975e\u5e38\u91cd\u8981\u7684\u3002<\/p>\n","protected":false},"author":1,"featured_media":6954,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[7,31,13],"tags":[19],"class_list":["post-6952","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-cho","category-cxo","category-viewpoint","tag-19"],"_links":{"self":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/6952","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=6952"}],"version-history":[{"count":2,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/6952\/revisions"}],"predecessor-version":[{"id":7011,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/posts\/6952\/revisions\/7011"}],"wp:featuredmedia":[{"embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media\/6954"}],"wp:attachment":[{"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/media?parent=6952"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/categories?post=6952"},{"taxonomy":"post_tag","embeddable":true,"href":"http:\/\/cxounion.cn\/index.php\/wp-json\/wp\/v2\/tags?post=6952"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}