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员工培训并不是什么新鲜的话题,尤其是伴随国际巨头在中国人才争夺战中的屡屡得手,人们也都熟悉了他们在“引诱”人才方面的“三架马车”:体现人身价值的薪酬体系+广阔的职业发展空间+富有竞争力的人才培养机制。然而,在充分认识到薪酬的有限激励作用,组织结构变革对职业生涯的影响之后。“培养充分就业的能力”就成为跨国企业吸引人才的一个重要“诱饵”。同样更多的求职者也都意识到“已有的能力是前提.不断学习的能力才是根本。”将自己择业的重心转移到对企业海外培训机会、培训内容含金量等细节问题的权衡上来。
Employee training is not a new topic, especially with the international giants who succeed frequently in the battle for talent in China. People are also familiar with their “three wagons” in “luring” talent: the pay system that reflects the value of the person + Broad career development space + competitive personnel training mechanism. However, fully aware of the limited incentives for pay and organizational changes after the impact of career. “The ability to cultivate full employment” has become an important “decoy” for multinational corporations to attract talented people. More and more job seekers are also aware that “the existing ability is the premise. The ability to continuously learn is the fundamental.” The focus of their career shift to the overseas training opportunities for enterprises, training content gold and other details of the balance up.