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Indeed, when the company developed to a certain stage, in order to obtain in a competitive market, sustainable development, companies must have the right strategy, good organization and management capabilities, rich talent team of professional ethics, and the development of talent is undoubtedly the entire company foundation.

Optional Yangjae culture, division of labor by an excellent team and fruitful implementation of market strategy, enterprises can healthy development. As the leading network equipment suppliers, human resources training SINFOR primarily for research and development, customer service, marketing personnel categories. 2008, the company officially cooperation with internationally renowned Hay human resources company, developed a quality model of scientific talent. Through a clear corporate strategy for human capacity required standard, SINFOR choose can promote the company's strategic development of talent in Recruitment cultured. SINFOR for recruits generally implemented three phases of training programs:

Career Planning

For new recruits, the company will be based on job characteristics and different skills and cultural training. HR department introduced standardized system processes, organizational professional instructor team, develop curriculum targeted for new staff training basics, product knowledge, professionalism shaping all aspects of corporate culture.

After possess basic job skills and career direction, the company will be based on the trend of personal ambition and ability in the performance of work, preliminary planning a personal career development plan. For R & D personnel, SANGFOR provided technical experts, technology executives development path dual channel. Technical experts main technology development and innovation, to solve technical problems; good at grasping the technical direction of the project executives and product planning, leading the team to complete the development tasks; Similarly, for customer service, marketing, SINFOR also provides business direction, management direction categories talents direction.

Work is about to be broken down into core business quality, professional job quality, leadership qualities three points, on the right person is subject to different training methods. Such as through the tutorial system, so that the same type of talent counterparts culture, rapid increase. For the main technical route of personnel, the company's technical training through the system, the actual project experience accumulated, learning techniques among cattle, etc., continue to strengthen the technical capacity of personnel positions pride and achievement; technical management class route for walking people, after accumulated considerable technical capabilities, the company will train its lead R & D team, leading project operation with customers, colleagues communication and other markets, the accumulation of projects, products ability to control and improve their leadership.

More career development planning is not static through before the election, training, appointment, use, closed-loop process to improve education, companies and individuals to constantly adjust the direction of career development, allowing companies and individuals to select the optimal development path.

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