Chapter 44 Talent Strategy

Since ancient times, it has been said: "The one who wins the hearts of the people wins the world." The book "Mengniu Inside Story" is popular all over China. When describing the dispute between Niu and Zheng in the book, there is a wonderful comment: "Zheng Junhuai was fighting with Niu Gensheng. He won, but he also won. lost; he won power, but lost hearts." A knowledge economy is an economy in which knowledge is the core factor of production.Human is the carrier of knowledge, and the realization of the value of knowledge must be completed through human behavior.Therefore, under the condition of knowledge economy, talents are the main source of value creation for enterprises.Therefore, the success or failure of a business depends on people; therefore, talents are the greatest asset of an enterprise.

No wonder Anne Brooking equated a business with physical assets + intellectual capital.No wonder when someone with good deeds asked Bill Gates: "If you leave Microsoft immediately, can you create another Microsoft?" Bill Gates' answer was very ingenious: "Yes! If I am allowed to take 100 Microsoft What’s more, it’s no wonder that, coincidentally, Richard Desprey, the former CEO of daily necessities giant Procter & Gamble, said: “If someone keeps P&G’s funds, factories and brands, and takes P&G’s people away, P&G will collapse. ; on the contrary, if you take P&G's capital, plant and brand away, and keep P&G's people, P&G will rebuild everything in 10 years."

Therefore, the fundamental problem of an enterprise is how to solve the "people" problem, and the root of enterprise management lies in the management of "people".The concept and understanding of "people" also directly determine the execution level of the enterprise's talent strategy. Jiang Nanchun said: "The lack of professional talents is the biggest challenge facing a CEO." China's new media industry is in great need of relevant professional talents, but at present our country's talent training in this field is insufficient, and the supply is in short supply. How to find, train and retain professional talents is a matter of great concern to Jiang Nanchun.

Jiang Nanchun has always been familiar with the integration of human resources, and this talent can be said to have played a pivotal role in his career and the development of Focus. Peter Drucker said: "Talent is the cornerstone of a company's success. Only a solid foundation can make a company stand tall. Recruiting talents is the process of building the cornerstone." The most powerful thing about Jiang Nanchun is that he is not only a business genius, but also a young entrepreneur who puts people first, attaches great importance to company culture, and has a strong humanistic color.He said: "Talent share is market share. As long as you gather the best people in the industry, the world will be yours."

Jiang Nanchun mentioned in the CEO topic distributed to employees around Focus: "We recruit new people with the attitude of selecting successors, and set rules. Everyone must find and develop their own successors. This is part of the job. In this way You can see why me and our senior management team spend hundreds of hours every year on the personal selection process. We are looking for leadership talent among today's candidates, looking for successors, how can this be taken lightly?" Focus's employment standards are "professional, dedicated, and innovative", and actively look for talents who can make practical contributions to the company and create a new situation.Most of the employees working in Focus have different cultural backgrounds and educational backgrounds, but they are consistent in some aspects:

·Imagination and creativity.Through active thinking at all times, discover new ways of thinking, working methods, and the best way to achieve a certain goal. · Very strong aggressiveness.Have the courage and confidence to overcome difficulties and never give up until the goal is reached.Everyone in Fen has strong resilience, perseverance, and no matter how difficult or difficult the task is, they can complete it with 200% enthusiasm. ·Integrity of personality.Divide people according to? ?Company Creed" to work, strive to follow the principles of honesty and integrity in the work every day.

· Coordinated and cooperative spirit.Focus' excellent leadership takes pride in leading a team to success.The management of Focus Group knows how to stimulate the enthusiasm of all employees in the work, so as to maximize the collective spirit of solidarity and cooperation, and achieve the ultimate goal. ·Strong learning ability under the guidance of work goals. The building TV industry is essentially a resource competition industry. In addition to the scarce building resources, the competition of human resources is also the key. "There are not many outstanding talents in the market, and finding outstanding talents in the market must be an important purpose of the enterprise, because these people are either your comrades or your enemies." Jiang Nanchun said when participating in a forum, finding first-class talents will be the focus of Focus The key factor to achieve qualitative change, "In recent years, Chinese media has grown tremendously, and the stage provided for new media is very large. There is no shortage of good ideas, but there is a shortage of people who can implement them."

It should be said that the market share of Focus is not only the occupancy of buildings, but also largely depends on the occupancy of scarce talents.The possession of scarce talents is also one of the main competitive advantages of Focus. Focus has spared no effort in gathering talents. "A small victory depends on wisdom, and a great victory depends on virtue." This motto of Niu Gensheng, chairman of Mengniu Group, also inspired and infected Jiang Nanchun.Every outstanding talent who "goes to Focus" comes for Jiang Nanchun's passion for career and work, and Focus has indeed not let them down.

The core management of Focus Media is relatively stable, and its human resources can be described as "Eight Immortals Crossing the Sea". There are executives from traditional media such as "Manager" magazine, "Oriental Entrepreneur" magazine, and "Caijing" magazine. Senior executives of outdoor media companies, such as MPI National Sales, Tongcheng Department of local sales executives, in addition, there are talents from TV media, newspaper media, Internet media, and even marketing directors and Jiang Nanchun from many advertiser companies. Ji Hairong, a brother of East China Normal University and the current vice president of the company, returned from studying in Japan.

Tan Zhi, the former president of Focus Media, holds a doctorate in computer science from Worcester Polytechnic Institute in Massachusetts, USA. He was the chairman and president of Frame Media before, and served as the deputy general manager of Microsoft (China) and UT Starcom. Senior Vice President of China Region.Chief Financial Officer Wu Mingdong has an MBA degree from Columbia Business School and a bachelor's degree from New York University. He previously served as the vice president of the Technology Investment Banking Department of Merrill Lynch (Asia Pacific) Co., Ltd., director and chief financial officer of Harbor Network Co., Ltd., and Raylan United Communications Co., Ltd. Ltd. Acting Chief Executive Officer.Chen Congrong, the former president of Phoenix Satellite TV East China, joined Focus as the chief marketing officer, which made Focus's talent team even more powerful.Chen Congrong once served as the chief operating officer of Juzhong after Carlyle invested in Juzhong, but resigned in a short period of time; after only a few months, he resolutely joined Focus after having an in-depth communication with Jiang Nanchun on the media business philosophy.Chen Yan, the former deputy general manager of Outdoor Media Group, also joined Focus as the chief strategy officer, which shows the great attraction of Focus to talents.Focus's talent strategy has been extended to financial management, marketing, building development, after-sales service and other departments.

Focus's desire for talents is not limited to this.Open the homepage of Focus Media Company, and the "vacant positions" will come into view.Focus Media's recruitment slogan is: "Focus Media treats every employee with sincerity. Regardless of background, age, gender, we welcome those who have real professional expertise, professionalism and rich imagination! If you want to find a job full of opportunities and Challenge team, please contact us immediately." Focus provides sufficient opportunities and loose favorable conditions for employees to realize their personal value, creates a more harmonious and suitable environment for the growth of talents, and builds a broader stage to display their talents and abilities. By activating the talent accumulation layer and promoting outstanding talents to come to the fore, Focus has given employees an opportunity and a platform to let them gallop.Focus also created one amazing miracle after another with vigorous vigor. Personnel fluctuations and job-hopping have become the most fatal injuries to corporate management. They not only seriously hit the company's production, operation and daily management, but also seriously damaged the company's image and goodwill. The damage caused is difficult to make up for in a short time. After Wan Mingjian, the former president of TCL known as a "mobile phone maniac", and his mobile phone team joined Changhong's Guohong Communications, the sales of TCL mobile phones fell sharply, and the speed of launching new products was still very slow. TCL Communication's net loss in 2004 was as high as 224 million yuan. In the fourth quarter of 2004 alone, it suffered a huge loss of 378.4 million Hong Kong dollars. In the fourth quarter of 2003, TCL Communication's net profit was 232.3 million Hong Kong dollars. Niu Gensheng, who left Yili and stood on his own mountain, once said: "In fact, I don't want to recall the past with Yili. When I made the decision to leave Yili, I felt very uncomfortable. When Duan Yongping left Xiaobawang, his boss gave him a Mercedes-Benz. And not only did I not get the annual salary I deserved, but I also said that I owed the company 200,000 yuan, and I had to pay the 10,000 yuan to study at Peking University... The more disappointed I was at Yili, the more motivated I was to work at Mengniu. .” The rapid development and growth of Focus is closely related to its talent strategy of "managing people's hearts".Focus firmly believes that "talent is an important resource and capital for the company's development".An executive of Focus Media often said: "Focus Media has gradually formed its own style from hard work to becoming a leader in the industry. What makes me very proud is that we have an elite team composed of many outstanding talents. Focus Media is thriving day by day. , It is due to the joint efforts of everyone.” A gentleman should be open-minded to accept others.In fact, Jiang Nanchun is a very popular person.First, from Han Guoqiang's blog post, it can be seen that he "has no selfishness in his heart, has no sense of incomprehension, and accommodates others with his capacity", is righteous and has many friends.Second, it is said that one of his friends once chatted with an IDG venture capitalist and asked, why didn’t you invest in Juzhong after you missed Focus?He blurted out that Jiang Nanchun would scold him to death.In fact, Jiang Nanchun once worked in IDG for a year when he was an advertising agency, and he was very close to that group of venture capitalists. One of them was from the 89th grade of East China Normal University, and he shared the same dormitory with Ji Hairong, the current vice president of Focus. . "If talents cannot be retained, the loss of trained and excellent talents will be a great loss to us," Jiang Nanchun knows the importance of talents to Focus. "In order to fully reflect the value of individuals, the company will Provide a stage for everyone to give full play to their personal talents, let employees see their own bright prospects, and weaken employees' motivation to change jobs." Therefore, Focus Group's talent strategy includes not only how to "win people's hearts" and attract talents to join, but also to create a spiritual connection between the company and employees and strengthen the loyalty of talents to Focus Group. It is unrealistic and unreasonable to expect a person to be loyal to a company or an enterprise for a lifetime.Many business elites also believe that it makes sense for a person to be loyal to his own career and profession rather than his own company.Although Chinese traditional culture emphasizes that loyalty is a virtue, under the market economy culture, companies often hope that employees will be loyal to the company, while ignoring the company's loyalty to employees.Such unequal and unfair loyalty leads to the paleness and emptiness of corporate loyalty advocacy. Enviable salaries and benefits are not everything to retain people's hearts and talents.However, the needs of employees in the enterprise are nothing more than three aspects: material, spiritual and working environment.Therefore, while Focuson is eager for talents and spends a lot of money, it also tries its best to create a cultural working atmosphere in the company, pay attention to the changes in employees' needs, and pay attention to the cultivation, motivation and selection of internal talents. On the other hand, executive disharmony and interest disputes are common phenomena of brain drain.Of course, it is impossible for an enterprise to be without contradictions. Strategic adjustments and conflicts of interest will inevitably create a gap between the boss and the manager.But the most important thing is to channel rather than ignore conflicts.Governing people is like controlling water. You cannot adopt the method of besieging, chasing and intercepting, but make the best use of the situation.In this regard, Focus advocates trust and tacit understanding between superiors and subordinates, allowing differences in the company's operating philosophy, but trying to avoid conflicts in fundamental interests.And Jiang Nanchun's Jack Welch-style "boundaryless communication mode" has maintained the vitality and passion of Focus. Not only that, Focus also strives to establish a "gratitude" culture full of human touch.Jiang Nanchun once said: "If it is taken as a matter of course for employees to contribute to the company and the company pays their salaries, then brain drain is even more "justified". Because the company and employees are in a contractual relationship, employees have a good development. , why not leave?" Therefore, the focus culture of "respecting people and developing people" has always lingered in the hearts of everyone at the top of Focus.As the top leader of Focus Group, Jiang Nanchun did not hesitate to smile and praise him.Jiang Nanchun believes that such a talent strategy will definitely reduce the need to "drive birds out of forests and fish out of depths" and avoid the loss of key employees. Make individuals integrate into the enterprise, enhance the cohesion of employees, enhance employees' recognition of the enterprise, and make employees unite to work for Focus.I believe that with the massive involvement of capital, more and more talents are also gathering towards Focus.