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3G进入预热期以来,四大运营商的人事变动受到社会格外关注。2007年初,中国联通面向全国电信行业公开招聘京、津、沪等15个省级分公司副总经理人选。经过近5个月的甄选,5月22日,中国联通正式对外公布招聘结果:最终确定的14名新聘各省公司副总经理中,12人为联通内部人员,多由地市级公司总经理升任,另外2人分别来自网通和卫通。联通此举无疑是业内的重磅事件,引起了业界对于电信运营商3G人才战略的大范围讨论。实际上,从2005年开始,中国移动、中国联通、中国网通、中国电信中省级老总(包括以上)的换岗就不时出现。在近期国资委公开招聘的央企高管岗位中,中国网通便有一个副总经理的岗位虚位以待。这些最直观的人事变动其实反映出了一个最核心的问题:3G当前,电信运营商的人才战略正在经历着一场重大的变革。
3G preheating period, the four major changes in personnel personnel by the community extra attention. In early 2007, China Unicom publicly recruited 15 deputy provincial governors of Beijing, Tianjin and Shanghai for the telecom industry nationwide. After nearly 5 months of selection, May 22, China Unicom officially announced the recruitment results: the newly identified 14 newly hired provincial deputy general manager, 12 of China Unicom’s internal staff, mostly by the municipal general manager promoted to , The other two were from Netcom and Wei Tong. Unicom is undoubtedly the industry heavyweights move, aroused the industry’s 3G talent strategy for telecom operators a wide range of discussions. In fact, from 2005 onwards, China Mobile, China Unicom, China Netcom, China Telecom veterans (including the above) change of guard appears from time to time. In the recent open recruitment of SASAC executives positions, China Netcom will have a deputy general manager of the post to be empty. These most intuitive changes in personnel actually reflect one of the core issues: 3G, telecom operators talent strategy is undergoing a major change.