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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">2.\u53d8\u9769\u6709\u9053\uff1a\u4ece\u5bb6\u6587\u5316\u5230\u804c\u4e1a\u7ade\u4e89\u6587\u5316<\/h3>\n\n\n\n<p 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http:\/\/cxounion.cn\/wp-content\/uploads\/2023\/07\/\u56fe\u7247-39-300x186.png 300w\" sizes=\"(max-width: 700px) 100vw, 700px\" \/><figcaption class=\"wp-element-caption\">\u56fe2 \u817e\u8baf\u5b66\u9662\u57f9\u8bad\u4f53\u7cfb\u603b\u89c8\u56fe<\/figcaption><\/figure>\n\n\n\n<p class=\"has-medium-font-size\">\uff08\u56fe\u7247\u6765\u6e90\uff1a\u9a6c\u6c38\u6b66. 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style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/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\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u6700\u540e\uff0cCOE\u817e\u8baf\u5b66\u9662\u8bbe\u8ba1\u4e0e\u9ad8\u5c42\u7684\u6218\u7565\u6c9f\u901a\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u603b\u529e\u98de\u9f99\u8ba1\u5212\u5e0c\u671b\u8ba9\u5b66\u5458\u6709\u66f4\u591a\u673a\u4f1a\u63a5\u89e6\u5230\u9ad8\u5c42\uff0c\u4ece\u800c\u5bf9\u6218\u7565\u6709\u66f4\u6df1\u523b\u7684\u7406\u89e3\u548c\u601d\u8003\u3002\u5728\u6bcf\u671f\u9879\u76ee\u5f00\u73ed\u65f6\uff0c\u9879\u76ee\u7ec4\u90fd\u4f1a\u5b89\u6392\u201c\u603b\u529e\u9762\u5bf9\u9762\u201d\u7684\u73af\u8282\uff0c\u8ba9\u5b66\u5458\u4e0e\u9ad8\u5c42\u8fdb\u884c2\u5c0f\u65f6\u5de6\u53f3\u7684\u5766\u8bda\u6c9f\u901a\u3002<\/p>\n\n\n\n<p 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class=\"wp-block-heading\">2. COE\u817e\u8baf\u5b66\u9662\u7684\u4e13\u4e1a\u5b9e\u8df5<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">\u9996\u5148\uff0cCOE\u76ee\u6807\u5bfc\u5411\u7684\u57f9\u8bad\u8bbe\u8ba1\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">COE\u817e\u8baf\u5b66\u9662\u5728\u98de\u9f99\u8ba1\u5212\u7684\u8bfe\u7a0b\u8bbe\u8ba1\u65b9\u9762\u662f\u975e\u5e38\u76ee\u6807\u5bfc\u5411\u7684\uff0c\u5728\u6bcf\u4e00\u4e2a\u73af\u8282\u63d0\u5347\u9886\u519b\u4eba\u624d\u7684\u54ea\u9879\u80dc\u4efb\u7d20\u8d28\u6709\u6e05\u6670\u5730\u8bbe\u8ba1\u4e0e\u89c4\u5212\u3002<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/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\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u5176\u6b21\uff0cCOE\u7acb\u8db3\u4e13\u4e1a\u57fa\u7840\uff0c\u63a2\u7d22\u9886\u57df\u524d\u6cbf\u3002<\/p>\n\n\n\n<p class=\"has-medium-font-size\">COE\u8981\u60f3\u8ba9\u57f9\u8bad\u66f4\u6709\u6548\u679c\uff0c\u4e3a\u7ec4\u7ec7\u521b\u9020\u4ef7\u503c\uff0c\u6df1\u539a\u7684\u4e13\u4e1a\u529f\u5e95\u662f\u5fc5\u4e0d\u53ef\u5c11\u7684\u3002COE\u817e\u8baf\u5b66\u9662\u7684\u4eba\u624d\u719f\u7ec3\u638c\u63e1\u4eba\u529b\u8d44\u6e90\u57fa\u7840\u77e5\u8bc6\uff0c\u4e0e\u6b64\u540c\u65f6\u4ed6\u4eec\u8fd8\u4e3b\u52a8\u63a2\u7d22\u7740\u50ac\u5316\u57f9\u8bad\u6548\u679c\u7684\u524d\u6cbf\u7406\u8bba\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\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">\u7531\u4e8e\u98de\u9f99\u8ba1\u5212\u662f\u9762\u5411\u5404\u4e1a\u52a1\u9886\u57df\u7684\u7ba1\u7406\u8005\uff0c\u4ed6\u4eec\u9762\u5bf9\u7684\u7ba1\u7406\u95ee\u9898\u4e0d\u5355\u5355\u662f\u4eba\u529b\u8d44\u6e90\u7ba1\u7406\u95ee\u9898\uff0c\u8fd8\u8981\u4ece\u7ecf\u8425\u73af\u5883\u3001\u7ade\u4e89\u6218\u7565\u3001\u7ec4\u7ec7\u6587\u5316\u3001\u7ec4\u7ec7\u67b6\u6784\u3001\u5e02\u573a\u8425\u9500\u7b49\u591a\u65b9\u9762\u5206\u6790\u95ee\u9898\uff0c\u56e0\u6b64COE\u817e\u8baf\u5b66\u9662\u7684\u4eba\u624d\u4e3a\u4e86\u8bbe\u8ba1\u66f4\u8d34\u5408\u5ba2\u6237\u9700\u8981\u7684\u57f9\u8bad\u573a\u666f\u3001\u7d20\u6750\uff0c\u8fd8\u638c\u63e1\u7ecf\u6d4e\u7ba1\u7406\u901a\u7528\u77e5\u8bc6\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\u76df\uff08cxounion.cn\uff09<\/mark><\/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\">As the human resources department most closely connected with the company&#8217;s strategy, in what organizational structure does the COE undertake the strategy? There are also functional modules, COE is different from traditional HR strategic attributes, research attributes how to reflect? In Tencent, COE is the first established HR pillar, after nearly 8 years of exploration, change, Tencent COE culture, training and other functions around the organizational vitality, elite and other organizations and talent strategic orientation, good support for the landing of organizational strategy, many of its human resources practice exploration is recognized worldwide.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">First, Form scattered God together: Tencent COE organizational structure<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">COE is composed of various functions of human resources, including Human Resources Department, Tencent College, Salary and Welfare Department, corporate culture and Employee Relations Department, and each department has many branches and sub-departments. At the same time, the COE is only a general term in the enterprise. Different departments and positions have different names for the COE. For example, C recruitment refers to the recruitment function of the COE, C-OD refers to the organizational development function of the COE, and C-ER refers to the employee relations function of the COE, as shown in Figure 1.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Figure 1 Tencent COE architecture diagram<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">One department in the Tencent COE is the Human Resources Department<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">One department in the Tencent COE is the Human Resources Department, which is somewhat confusing, in many enterprises, the human resources department covers all functions of human resources management, and Tencent&#8217;s human resources department is only one department of the COE. Historically, Tencent is the first to have a human resources department, which is divided into six modules of traditional functions. After the implementation of the three pillars of HR, almost all other new departments of human resource management are derived from this human resource department, which is equivalent to stripping the functions of the parent department of Human resources, but recruitment and organizational development have been retained. <\/p>\n\n\n\n<p class=\"has-medium-font-size\">The Human Resources Department consists of three parts, namely the Recruitment Configuration Center (C Recruitment), the Organizational Development Center (COD) and the Vitality Lab. The compensation and welfare Department includes long-term incentive management group, benefit management center, employee compensation center, comprehensive compensation and welfare group, and performance management Group. Tencent Academy includes Leadership development Center, career development center and training operation center. The corporate Culture and Employee Relations Department includes the Labor Relations Group, the Communication and Communication Group, and the organizational climate Group. Of course, this structure is still in dynamic flux.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In summary, each of these functions draws on deep expertise in the field and mastery of leading practices to design business-oriented and innovative HR management policies, processes and programs, and to provide HRBP with customized HR solutions tailored to the business. In Tencent, there is no entity department named COE, COE is divided by the human resource management functions of the dotted line, is a collection of several functions. The COE shoulders the tasks of policy formulation and professional research of various functions of human resources.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Second, corporate culture: change is good, communication skills<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">Ed Skane of the MIT Sloan School of Management has said that you can learn about a company&#8217;s culture by looking at their cultural artifacts, studying the values shared by the group, and so on. Into Tencent, the most important cultural products are QQ dolls, people seem to have come to the world of penguin dolls, there are a lot of green plants, banners awards, here there are colorful wall color, loose station.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The employees here are called Q brothers and Q sisters, and their shared values are integrity, enterprise, cooperation and innovation. Tencent vividly illustrates the values of Tencent people with four animal images: giraffe (integrity), petrel (enterprise), rhino and rhino bird (cooperation) and Nautilus (innovation).<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Tencent employees highly identify with the company&#8217;s values. According to Tencent&#8217;s internal satisfaction survey, the index of identification with the company&#8217;s values ranks first among 41 satisfaction indicators, 22.9% higher than the average score, and also higher than welfare, company prospects and other high sub-items.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In Tencent, corporate culture is mainly responsible for the Corporate Culture and Employee Relations Department under the Human Resources COE. COE&#8217;s Corporate Culture and Employee Relations Department has made a great contribution to creating a corporate atmosphere with distinct cultural characteristics and employee care characteristics.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. Strategy and structure<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">COE&#8217;s Corporate Culture and Employee Relations Department was established in 2008 as a corporate culture committee, and later gradually evolved into the Corporate culture Department, the mission of the corporate culture was born to build Tencent culture. Under the HR three-pillar structure, the corporate Culture Department is a part of the COE, which is composed of the publicity platform group and the comprehensive project team.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The propaganda platform group of the Corporate Culture Department is mainly responsible for Tencent&#8217;s internal journal &#8211; &#8220;Teng Xun Monthly&#8221;, in addition, the department also operates Tencent&#8217;s electronic journal &#8220;Takeoff&#8221; and &#8220;Tencent Everybody Talk&#8221;. The integrated project team involves cultural infrastructure construction and platform management, Tencent volunteers, and other project-style cultural construction work. After Tencent introduced the HR three-pillar model, the corporate culture Department fell to the COE pillar, playing the role of the expert and brain of cultural publicity.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Why combine the two functions of corporate culture and employee relations? Today&#8217;s Corporate Culture and Employee Relations Department was formed in 2013 by the merger of the Corporate Culture Department and the Employee Relations Center. This has to mention the structure and functions of the employee relations center. The Employee Relations Center is part of the COE&#8217;s Human Resources Department.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">The Employee Relations Centre has three main functions:<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">First, the organizational atmosphere, including the following responsibilities: Responsibility 1, employee communication system construction, employee and leader communication system, General manager office (hereinafter referred to as the General office) communication platform. Responsibility 2: Major information release mechanism. Responsibility 3: Honor incentive system. Responsibility 4: Employee care. Responsibility 5: Gift\/condolence management.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Second, labor relations, including the following responsibilities: Responsibility 1, labor relations system. Responsibility 2: Employment regulations, turnover management, discipline management, and account card management. Responsibility 3, connecting HR hotline, other functions.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Third, resource platforms, including ER capabilities, resources, and data centers.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">It can be seen that the functions of the employee relations Center, such as communication with the head office and employees, information release platform and other functions related to corporate culture, have many similarities. In 2013, the Corporate Culture Department of the COE and the Employee Relations Center under the Human Resources Department of the COE were merged into the Corporate Culture and Employee Relations Department. COE Corporate Culture and Employee Relations Department plays the role of &#8220;brain&#8221; for the entire cultural ideology of Tencent, which is a brain with knowledge, a brain that will study, and a brain that thinks about problems in the ground. <\/p>\n\n\n\n<p class=\"has-medium-font-size\">At present, &#8220;brain&#8221; mainly undertakes organizational vitality strategy, focusing on the implementation of strategies such as strengthening employee professionalism and strengthening communication. The COE Corporate Culture and Employee Relations Department also acts as a &#8220;consultant&#8221;, for example, planning large-scale cultural activities at the entire company level, promoting, influencing, creating atmosphere for the company&#8217;s cultural ideas, diagnosing, analyzing, and extracting the value of culture.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. The transformation is in a proper way: from the family culture to the professional competition culture<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">In human resource management, best practices are not governed by people or by policies or institutions, but by culture. In Tencent, there are more young employees, especially post-80s and post-90s employees. These employees are managed only by top-down orders from their leaders, and few people buy them; Cold rules alone have little effect. Tencent&#8217;s approach in addition to providing a platform, mainly rely on culture, Tencent has created sunshine, Ruixue, honor and other professional competitive cultural brand activities, employees participate in the planning and development of cultural activities, have a sense of culture and ownership. Tencent culture has experienced the process of change from family culture to professional competition culture, and COE corporate culture and employee Relations Department took the lead in this change.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">For new employees, Tencent previously attached importance to the promotion of welfare and treatment. For example, in the aspect of welfare payment, considering employee satisfaction, improve the welfare of employees who are not satisfied with it, and make the welfare better; In terms of activity perception, adopt the activity form that employees tend to improve their perception of activities, so as to further improve their satisfaction and sense of belonging.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In the past, Tencent culture emphasized the home culture, the enterprise was more polite to the staff, and the big leader was also like a parent, taking care of all aspects of the staff.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">COE Corporate Culture and Employee Relations Department often has to report to the General Office. <\/h5>\n\n\n\n<p class=\"has-medium-font-size\">From the regular communication with the leaders of the General Office, COE realized that the big leaders prefer the flat way of employee communication, and want to make employees feel as natural as talking at home when communicating with the leaders.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Under this cultural concept, Tencent&#8217;s welfare system is also very perfect, comparable to the shuttle bus line of the city bus network, the QQ figures that can be seen everywhere in the office, and the free night snack coupons that are obtained through overtime. The care can be described as meticulous, really making employees feel at home, and everyone is proud of the home culture.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Internet companies are different, and the cultural orientation is different. Due to the different business areas, there will be product, operation, technology and other orientation, Tencent is a product oriented company. The policies issued by the COE corporate Culture and Employee Relations Department and the cultural activities sponsored by the COE will also do user research in advance, treat employees as users, and pay attention to the experience of employees. Tencent&#8217;s culture has left an impression of good welfare both inside and outside the company.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">As the company grew, the family culture gradually emerged as a problem: Because of the excessive emphasis on good benefits, good treatment and family, it attracted employees who were particularly concerned about benefits. HR and administrative departments grasp the intention of the head office leaders, take employee satisfaction as the mission in the work, and try to meet all the needs of employees, which also makes employees&#8217; demand for welfare and treatment rise. HR and administrative departments create new ways and new ways of welfare every year, but employees will not stop joking\u2026<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">In order to better promote the development of the company, the human resource management department of Tencent has formulated the strategic goal of cultural change. <\/h5>\n\n\n\n<p class=\"has-medium-font-size\">The COE corporate Culture and Employee Relations Department undertakes the strategic goal and designs the implementation plan of the goal. The foothold of culture is the thinking habits and behavior habits of employees. In order to let employees feel what responsibility they should assume in the enterprise, what role to play, and what attitude to the company&#8217;s pay, Tencent and COE corporate culture and employee Relations Department have also done a lot of professional competition culture landing attempts.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Zhang Tiejun, deputy director of the Department of corporate culture and employee relations, believes that the company must first make employees aware of their responsibilities and responsibilities, realize that the company is not a place to enjoy ease and kill the will, not a place for employees to find a comfortable area to live comfortably, but a big family composed of professional employees, such a family can make people grow.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">In terms of performance, only by giving employees appropriate pressure and letting business departments assume the necessary obligations can products really break the ground and sprout. <\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Tencent&#8217;s various business units have a lot of freedom, which also stimulates competition among each other. In Apple&#8217;s and Google&#8217;s app stores, only the top 50 apps make money, and the top 10 apps make a lot of money, and the only way to get to the top of the list is to make a great product. In Tencent interactive entertainment business group, each game studio will face huge ranking competition, such as product performance ranking and employee performance ranking. <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\">Driven by this pressure, employees will make every effort to make good products in order to achieve better rankings. In terms of competition among peers, after the implementation of Tencent&#8217;s development strategy, internal products should compete fairly with external products, and they will not be able to obtain more resources and support because they have the Penguin label. This forces the internal team to constantly stimulate their creativity to win the war against external competitors.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In terms of recruitment strategy, the publicity orientation of school recruitment has changed significantly, which used to tell students about the company&#8217;s home culture, such as good welfare and good treatment. Now, when recruiting at school, first clearly tell candidates that Tencent wants to recruit &#8220;strong people with dreams&#8221;. Tencent COE corporate culture and employee relations director Lu Wenzhuo believes that the culture of the company depends on the company&#8217;s leaflets, brochures, what kind of stories to tell, what kind of people to choose as spokespersons. &#8220;Powerful people with dreams&#8221; in Tencent means: as long as your strength is good enough, there is no impossible in Tencent. The content of the school recruitment promotion is also beginning to talk about the business development of Tencent Group, the leading position of various business groups in the industry, etc., advocating the use of career to attract talents.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">In terms of benefits<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">In terms of benefits, it used to be an internal competition between the human resources department and the administration department, where one side came up with a good idea for benefits and the other side had to do better, and both departments were committed to improving employee satisfaction. However, this blindly meets the various needs of employees, which has spawned a rising demand for employees&#8217; welfare and treatment. The COE Corporate Culture and Employee Relations Department is also constantly reflecting on why this issue has arisen.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Herzberg once proposed the two-factor theory, which refers to incentive factors and health factors. He believed that if health factors were not well done, employees would not be satisfied, while if health factors were well done, employees would not be satisfied, but &#8220;no dissatisfaction&#8221;. Tencent&#8217;s original home culture emphasizes welfare, and welfare is a health factor. Therefore, no matter how much the company does, it will not make employees satisfied, employees will only feel &#8220;no dissatisfaction&#8221;, and employees&#8217; demand for welfare is a process of rising tide.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Some employees who change jobs feel that they do not think of the welfare of the company when they are in Tencent, and they find how good the welfare of Tencent is when they come to other companies, which is very unfit for the new working environment.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Excessive benefits will also have an impact on employees&#8217; career development. Tencent&#8217;s cultural change is to eliminate employees&#8217; dependence on the company and emphasize the culture of professionalism. In the past two years, with the landing of cultural change, the human resources department and the administration department have done that if employees really complain about what benefits are constantly dissatisfied, then they simply don&#8217;t do it. For example, if the employee complains too much about the zongzi, the zongzi will not be issued, you can let the employee choose other benefits, but please do not tease the matter too much, because after teasing even this thing is gone. This approach of COE should not be misunderstood as not listening to the views of users. But doing a good job of user expectation management first, HR will not blindly meet all requirements for employee satisfaction.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Tencent and COE corporate culture and employee relations Department is gradually shifting from advocating family culture to rendering professional competition culture, reducing the impact of family culture on Tencent&#8217;s development. It is this ubiquitous culture of professional competition that has spawned more creativity and achieved more unexpected results.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">3. Good communication skills: The participation of all people enhances trust and enterprise vitality<\/h4>\n\n\n\n<p class=\"has-medium-font-size\">Tencent&#8217;s human resource management department has put forward a strategic goal to enhance organizational vitality, one of which is to strengthen communication. In an enterprise of more than 30,000 people. How to effectively convey and accurately interpret corporate strategy and department business is a key issue.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">&#8220;One of the key tasks of COE&#8217;s corporate Culture and Employee Relations department is to tell employees how Tencent&#8217;s strategy is interpreted,&#8221; says Lu Wenzhuo, director of COE&#8217;s corporate culture and Employee Relations Department.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The COE Corporate Culture and Employee Relations Department undertakes human resource management strategies and develops departmental strategies to enhance communication and strengthen employees&#8217; trust and identity in the company. In the landing planning stage of the strategy. The COE carried out a three-level structure to strengthen the communication system on the basis of careful analysis of user value.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">First, high-level thinking, through effective high-level communication activities, so that employees fully understand the company&#8217;s strategy and management intentions. Second, middle-level discourse, through the department&#8217;s business and strategic communication. Let the subordinate employees fully know the information, agree with the decision, know the business direction. Third, employee participation. By creating a transparent atmosphere and operating a communication platform, employees can dare to speak. Their voices can be effectively transmitted, they can get timely feedback and help. And their sense of participation and ownership can be enhanced.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In addition to building a communication system, the COE corporate Culture and Employee Relations Department can also find possible problems in the process of strategy implementation and solve them intelligently.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">(1) How to face the boss who does not like to speak and the employees who are very hurt<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">As the saying goes: talk and practice, real handle style. You don&#8217;t talk about it. You&#8217;re a fool. In the eyes of the public, Tencent is light practice does not say, always in the hard work. Compared with Alibaba&#8217;s Jack Ma and Huawei&#8217;s Ren Zhengfei, Tencent&#8217;s Ma Huateng rarely speaks out. Lu Wenzhuo, director of COE corporate Culture and employee Relations, believes that the benefit of low-key companies and leaders is that everyone is very pragmatic. And the work is done on the line, without talking. <mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">The bad thing is that it is difficult to find leaders to speak out in the &#8220;mouthpiece&#8221; work that must be spoken out, such as culture. After COE has built a three-layer communication system, at the level of high-level thought, executives have to share with employees every month, and they need to find Ma Huateng and other leaders of the head office to convey the strategic business level guidance.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">After a year, Ma Huateng was not willing to do it, he thought:. The strategy is very clear, I don&#8217;t want to talk about it month by month. And there is nothing new for me to talk to users. At the same time, a new round of employee satisfaction results also surprised people. COE provides a platform for executives to communicate with employees, employee satisfaction not only did not improve, but slightly decreased.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\">COE Corporate Culture and Employee Relations Department conducted a study on this issue, and they found that. <\/h6>\n\n\n\n<p class=\"has-medium-font-size\">First of all, the boss was not willing to repeat. And the questions employees asked Ma Huateng basically centered on:. How the leader viewed my business, whether it would be independent in the future. Whether it would be sold and other specific business questions. Secondly, COE research found that executives speak very tall content, and the cognitive span of grassroots employees is large. When the boss keeps talking about the company&#8217;s strategic direction. In fact, for some departments and their employees with close strategic connections. They are very happy, but for those employees who are far away from the strategy. They are very hurt after hearing it, and they will have negative feelings of being gradually marginalized by the company.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h6 class=\"wp-block-heading\">The COE&#8217;s solution is to invite the boss out only once or twice a year, at which time the entire head office communicates with the staff. <\/h6>\n\n\n\n<p class=\"has-medium-font-size\">In response to the confusion of employees, Zhang Tiejun, deputy director of the COE corporate Culture and employee Relations Department, believes that the leaders of each business group should focus on the business level and communicate more with the employees of their respective business groups. The leaders of each business group should be able to think through the product strategy of the business group and inspire employees with your dream. Rather than waiting for the boss to speak for you. The boss is talking about the big dream of the company. And the employees at most feel that the company can come or come to the right place. And the people and teams that really touch an employee are often those who have a direct relationship with him.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Sometimes business leaders only have version 1.0 of the strategic vision and haven&#8217;t thought through how to talk about it. The COE found the problem and assumed this responsibility in the form of a project. They empowered the leaders of each business group, guided and driven the middle management cadres to think through the business strategy. And presented and interpreted the business strategy to the employees.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">(2) Grasp the key to employee communication: create an open and transparent atmosphere<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">As of June 2015, the number of Tencent employees has been nearly 30,000. The comprehensive employee communication is becoming more and more unrealistic. So that each employee understand the strategic direction, and timely respond to each employee on the hot topic has become a problem for Tencent. COE corporate culture and employee Relations Department have conducted a lot of communication attempts, and they found that passive communication and communication have little effect, but the active participation of employees has brought unexpected gains. Employees participate in the interaction of hot issues, discuss the strategic direction. And quickly keep information and decision synchronization with the enterprise on key issues.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The key, according to COE, is to create an atmosphere of openness and transparency. When employees feel that the communication atmosphere of Tencent is good, the information is open and transparent. And they can quickly understand each other, they are consciously willing to communicate. The COE Corporate Culture and Employee Relations Department operates employee communication platforms, such as Lewen and BBS. This is a very famous platform inside, the principle of openness and transparency is reflected in that as long as you do not say what the country does not allow. Including politics, pornography, these things, the operator of the platform never delete.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h6 class=\"wp-block-heading\">The platform often has a very hot post burst out<\/h6>\n\n\n\n<p class=\"has-medium-font-size\">The platform often has a very hot post burst out, some time ago, a colleague was teasing Tencent Tenpay. He wanted to buy a photo frame, pay with Tenpay, he was using screenshots, jokes hand writing, a series of experience very poor emotions all expressed out. He said that Tenpay this product experience is too bad, after the issue, many employees will discuss the problem of this product, everyone will not mind pointing out an internal product or management problem. <\/p>\n\n\n\n<p class=\"has-medium-font-size\">After the issue was pointed out, Mr. Ma responded to the post, saying: &#8216;TenPay is terrible. At that time, all the people ran to Ma Huateng there to reply to the message: the boss was really alive in this forum. On the face to face signature as a souvenir. What is more valuable is that the problem will always attract the attention of the relevant responsible person. And the fastest speed to solve the problem.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">These communication platforms allow employees to speak up and discuss company strategy. And employees can also use communication to relieve pressure on their personal growth and emotional life. The core task of COE is to let employees tease, must get timely feedback and help. To this end, they specially invite experienced experts to help answer questions. And try to let the senior management and the head of the business department see the problems that are of common concern to employees.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">(3) COE constantly updates learning and occupies new communication channels<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">When working in an Internet company, products and services should have fun attributes, and fun employees will be highly engaged. The COE Corporate Culture and Employee Relations Department also takes this feature into account when selecting communication channels. This requires the COE to constantly charge, keep up with the trend, and constantly occupy new communication channels to achieve the purpose of employees&#8217; active participation in communication. Recently, live streaming is very popular. COE studies live streaming. Select the growth topics, marriage and love issues, career development issues. And business issues that employees are particularly concerned about. And then invite relevant people to discuss some things in the form of chat. Employees can also participate through online and offline interaction.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Third, the &#8220;flying dragon&#8221; strategy of training leading talents<\/h3>\n\n\n\n<p class=\"has-medium-font-size\">In the period of rapid business development, Tencent needs a group of reserve leading talents in various business areas. And the ability readiness of reserve leading talents determines the future development of the company. This poses a higher challenge to the existing reserve talents in terms of leadership and business ability. To this end, COE Tencent Academy designed the &#8220;Flying Dragon Plan&#8221;.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The Tencent Academy of COE is divided into leadership development center, career development center, training operation center and other parts in terms of structure, which provides courses and training support for Tencent, such as Q-learning, tutorial system, career planning, leadership training, etc., constituting the training and development building of the Tencent Academy of COE, as shown in Figure 2.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Figure 2 Tencent Academy training system overview<\/p>\n\n\n\n<p class=\"has-medium-font-size\">(Photo source: Ma Yongwu. (2015). Tencent Academy: This is how we build the talent training system of the Internet industry. Talent management knowledge platform. Wechat.)<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Training and development building for different levels of staff, there is a choice of training: grassroots, middle and senior cadres reserve training, Tencent also has their own plans. <\/h5>\n\n\n\n<p class=\"has-medium-font-size\">The backup plan for middle-level cadres is called the &#8220;Flying Dragon Plan&#8221; &#8211; from vision development (organizing them to go out and communicate with the best enterprises in the industry) to post practice (handing them the most needed issues in strategy, product and management), and assigning excellent mentors to these people. The completion of each project will be regularly reported, and the president will participate in listening. The grass-roots cadre reserve plan is called the &#8220;hidden dragon Plan&#8221;. And the high-level cadre reserve also has a special training plan. At the end of every year. The company will do an inventory of all cadres and formulate an improvement plan according to the situation.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In addition, Tencent Academy also launched the &#8220;New climbing plan&#8221;, which is a backup training plan for professional and technical personnel promotion experts, forming a dual channel with management personnel training. Tencent also has a program to nurture product leaders. From the green onion &#8220;Little white&#8221; to the Tencent Master in the &#8220;Climbing Plan&#8221;, to the leadership promotion &#8220;dragon&#8221;, &#8220;hidden dragon&#8221; and &#8220;Flying dragon&#8221;, Tencent Academy provides nearly 300 face-to-face general courses and professional ability courses for Tencent people, covering the ability to improve at all stages of the workplace.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Back to the Flying Dragon Program, the Flying Dragon Program has a rigorous curriculum system, which is a cycle every six months. <\/h5>\n\n\n\n<p class=\"has-medium-font-size\">First of all, the core link is three concentrated module learning. Which is mainly based on face-to-face courses and salon sharing. Secondly, in order to ensure the effect of the core links, Tencent Academy uses cutting-edge training and effect evaluation forms such as action learning, evaluation center and product experience. Tencent is rich in campus culture and book atmosphere, COE Tencent Academy fully understands this, they hold a university-general graduation ceremony for students after the end of the study of the Dragon program, deepen the learning results, and establish the dragon alumni relationship. Finally, COE Tencent Academy Feilong project team to resume, involved in the relevant business departments to sum up the completion of objectives and training effects, and optimize the next phase of Feilong plan.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">After 10 years of grinding and precipitation, Feilong Program has built a teaching team including top international experts and business leaders, and developed a leading talent training system with international vision. ATD, the most influential organization in the training industry, selects relevant awards in the training industry every year, among which the &#8220;Excellence in Practice Award&#8221; can be called the &#8220;Oscar Award&#8221; in the international training industry, which is very valuable in the industry. In 2015, ATD presented its annual &#8220;Excellence in Practice Award&#8221; to the Dragon Program of COE Tencent Academy. Another data shows that Feilong program has so far trained more than 300 core management cadres. The program is a necessary condition for cadres promotion. More than 70% of the middle managers within the company are Feilong alumni. COE for the company&#8217;s rapid development provides a sufficient reserve of leading talents.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">1. COE Tencent Academy&#8217;s strategic actions<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">First of all, COE Tencent Academy undertakes human resources strategy.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">Tencent HR three pillars to undertake the company&#8217;s business development strategy, proposed &#8220;to maintain the absolute advantage of talent attack and defense&#8221; and &#8220;enhance organizational vitality&#8221; human resources initiatives. By drawing the strategic map and balanced scorecard of the department, Tencent Academy decomposes the human resources strategy, emphasizes the improvement of cadre management ability, strengthens the ability readiness of reserve leading talents, improves the effectiveness of cadre management, and cultivates and creates a cadre team with ownership spirit.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Secondly, COE Tencent Academy closely links product strategy.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">The product experience link in the Feilong plan &#8211; &#8220;Product PK competition&#8221; is an important part of the third concentrated learning. COE Tencent Academy design of this link is very practical nature, can assist the business department&#8217;s product iteration optimization strategy. &#8220;Product PK competition&#8221; to choose three companies or investment company products. So that Feilong students experience and combat brain storm: &#8220;If I am the product person, how will I iterate and optimize this product?&#8221;<\/p>\n\n\n\n<p class=\"has-medium-font-size\">COE Tencent College in the selection of products, carried out three aspects of business strategy considerations:. First, to choose the company&#8217;s future business direction of the product types. Such as in the past two years more emphasis on mobile games products, security products. Second, since the students are all business experts. The selected products can also be professional, reputation and quality of the products with room for improvement. Which is of greater value to both students and products. Third, the selected products in the market had better have the same magnitude of competitive products. Such as Ali, Baidu, 360, NetEase and other friends launched similar products.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\">fter each group of Tencent experiences the product<\/h6>\n\n\n\n<p class=\"has-medium-font-size\">After each group of Tencent experiences the product, it needs to output a report of improvement suggestions, analyze the positioning, advantages and disadvantages of the product, analyze competitive products, and finally give product optimization suggestions.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In the reporting session of the product PK competition, Tencent Academy will invite the first person in charge of the product experience to come to the scene, listen to the students&#8217; &#8220;finding faults&#8221;, absorb valuable suggestions. And give feedback and suggestions to the students&#8217; shortcomings in the analysis. At the same time, the product owner will also put forward their own problems. And the on-site students will brainstorm again and put forward specific solutions. Every year, after the end of this link, Tencent Academy will also visit the product owners. Most of the product owners are very recognized by this way of learning. And also thank the students for their good suggestions on product optimization.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Finally, the COE Tencent Academy designs strategic communication with top management.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">The Head office of the Feilong Program hopes to give students more opportunities to get in touch with senior management, so as to have a deeper understanding and thinking about strategy. At the beginning of each project, the project team will arrange the &#8220;head office face to face&#8221; link. So that students and senior management for about 2 hours of frank communication.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">For example, students will ask: &#8220;I do not understand this decision, did the head office not consider the possible problems?&#8221; Could you please explain to us the reasons for this decision?&#8221; These conversations not only allow students to truly understand the thinking behind strategic decisions. But also help students to see issues at the company level, rather than at the individual business level. In addition, in the action learning session. The COE will also involve senior executives related to the learning topic to discuss and communicate with the students in depth.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h4 class=\"wp-block-heading\">2. COE Professional practice of Tencent Academy<\/h4>\n\n\n\n<h5 class=\"wp-block-heading\">First, COE goal-oriented training design.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">COE Tencent Academy is very goal-oriented in the course design of the Dragon Program. And clearly designed and planned in each link to enhance the competency of leading talents.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The program&#8217;s first intensive module aims to help students gain a comprehensive understanding of themselves and improve their strategic decision-making, forward-looking vision and business awareness. The second intensive module study of Feilong Program aims to deepen the students&#8217; ability of team management and change management. The third concentrated module learning, with the goal of improving product capabilities and expanding horizons. The computer simulation of the e-commerce war of the Dragon Project aims at the absorption and precipitation of knowledge in marketing, user analysis, business decision-making and finance. The action learning section of the Feilong Program aims to enhance the three major abilities of leading talents in cross-border thinking, forward-looking analysis, and solving complex problems. The Salon analysis of the Dragon Program is aimed at improving risk management awareness and crisis response skills.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">Taking the first intensive module study as an example, the evaluation center of the Dragon Program uses a combination of three assessment tools: in-tray, team meeting and subordinate coaching to quickly diagnose students&#8217; ability level in comprehensive management, strategic decision-making and forward-looking thinking in one day.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">In line with Tencent&#8217;s own forward-looking, &#8220;hardware and software&#8221; combination of business nature. Feilong program selected high-tech enterprise background cases. And provided a very detailed corporate description, putting students in as real a simulated corporate environment as possible. This company statement contains many details such as the size of the company, business philosophy, cultural values, core business, industry position, major competitors. As well as business data and analysis of each business segment. <mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h6 class=\"wp-block-heading\">After reading the background information, the students will have three tasks: in-tray, team meeting and subordinate coaching.<\/h6>\n\n\n\n<p class=\"has-medium-font-size\">The first is the in-basket simulation, which mainly simulates the scenarios of daily management decisions. Students are required to read 10 emails and solve the problems within 2 hours. The scenarios described in the emails concentrate the common business problems of various enterprises. Such as team and talent, cross-department cooperation, supplier problems, and business opportunities.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">The second is the challenge part of the team meeting. Four to five students at the same level, after reading more detailed core business data, to draw up the strategic goals of the company in the next three years. And the most important work in the next one year. Each student is required to express their own views, and then enter the team discussion stage. And finally find the strategic goals and priorities suitable for the future development of the company.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">The third item is the subordinate guidance link, focusing on the investigation of students&#8217; subordinate guidance ability. In this scenario, the trainee, as a new manager, received a lot of feedback and complaints about different aspects of subordinates&#8217; problems, including subordinates&#8217; problems in cross-team cooperation and team management. In a 45-minute session, students are required to help their subordinates recognize their own problems and find solutions to current challenges.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">In particular, it is worth mentioning that the evaluation center of the Feilong program has been fully internalized, and the COE Tencent Academy has not only trained a group of internal evaluators, actors and staff. But also realized the internal writing of evaluation reports. And is an internal consulting program provider. These teams, composed of internal middle managers and experts, have a better understanding of Tencent&#8217;s working style, management style and business challenges, so the feedback and assessment reports given by students are more targeted, bringing greater value to students&#8217; future work and development.<\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Secondly, COE is based on professional foundation and explores the frontier of the field.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">COE In order to make training more effective and create value for the organization, deep professional skills are essential. The talents of COE Tencent Academy are proficient in the basics of human resources. And at the same time they actively explore the cutting-edge theories that catalyze the effectiveness of training.<\/p>\n\n\n\n<p class=\"has-medium-font-size\">COE Tencent Academy has introduced the concepts and methods of action learning and leadership coaching. Which are cutting-edge in the current training field, into the Feilong Program. Feilong plans to do action learning at least once every two weeks. Each group of students will formulate their own discussion tasks, assign homework, and finally output a complete solution. In the action learning process, the talents of COE Tencent Academy combined leadership coaching technology to build an &#8220;action learning coaching team&#8221; for the action learning group. The Sponsor team has three different roles: Sponsor:. The executive most relevant to the research topic. Who will communicate with the students about the research background of the project. Its value to the company, and the suggested direction of the research results. And play the role of accountability person to promote the implementation of the action learning program; <mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<p class=\"has-medium-font-size\">Strategy counsellors: usually experts in the Department of Strategic Development. Who are best acquainted with the current achievements, players, challenges and opportunities in the field to ensure that students find more reasonable solutions in the field of study. Team coach: The coach emphasizes the process more than the result. COE Tencent Academy has equipped a senior HR colleague as a team coach for each group. His responsibility is to provide accurate action learning process, tools. And grasp the atmosphere and rhythm of action learning. So that the learning effect will be triggered in a &#8220;natural&#8221; state.<\/p>\n\n\n\n<h6 class=\"wp-block-heading\">Since the Dragon Plan is for managers in various business fields<\/h6>\n\n\n\n<p class=\"has-medium-font-size\">Since the Dragon Plan is for managers in various business fields. The management problems they face are not only human resource management problems. But also from the business environment, competitive strategy, organizational culture, organizational structure, marketing and other aspects of the analysis of the problem, so the talent of COE Tencent Academy in order to design more suitable for customer needs of training scenarios, materials, Also have a general knowledge of economic management.<mark style=\"background-color:rgba(0, 0, 0, 0)\" class=\"has-inline-color has-white-color\">CXO UNION-CXO\u8054\u76df\uff08cxounion.cn\uff09<\/mark><\/p>\n\n\n\n<h5 class=\"wp-block-heading\">Finally, continuous breakthrough and innovation to create value for students.<\/h5>\n\n\n\n<p class=\"has-medium-font-size\">In order to enhance the training experience of students and promote the effect of training. COE Tencent Academy&#8217;s Feilong plan will continue to innovate in 10 years. Whether it is the combination of mobile, AR\/VR technology, or the introduction of cross-border sports activities. It reflects the COE Tencent Academy&#8217;s emphasis on design thinking. By introducing experiential learning activities such as baseball and football. Tencent Academy hopes that students will improve their awareness of teamwork, strategy formulation. And even analysis of competitors&#8217; tactics and countermeasures. Students can also reflect on many deficiencies in daily work and optimize their thinking through the activities. Experiential learning not only better promotes mutual understanding and teamwork among students. 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