Chapter 10 Chapter 4 "Project 1200" - Talent Strategy with Suning's Characteristics

"Project 1200" is a special talent project for college students with the largest scale, the most standardized management, and the most introduced and trained talents in Suning.From the introduction of the first "1200 Project" students in 2003 to 2010, a total of 8 sessions were held, one session per year, and a total of 18,000 college students were introduced.Its goal is to enable fresh university graduates to grow into the core backbone of the group's middle-level management team and the mainstay of Suning's chain business within five years through comprehensive, systematic and professional training.

Why is such a group of college students so valued and trusted in Suning?Why did Zhang Jindong place such high hopes on them?where are they from?what can be doneWhat are you doing?What kind of tempering will it take to transform from a proud man of heaven to an elite in the retail chain industry? In March 2002, Suning Company held a Spring Festival Summary and Commendation Conference to summarize the brilliant results of the chain trial in early 2001 that just passed.Compared with 2000, this year Suning has achieved remarkable development in various undertakings.The new sales scale is 800 million yuan, and the tax payment is more than 76 million yuan. There have been significant changes in chain store expansion, personnel increase, operation scale improvement, and management methods.It can be said that 2001 was a year of hard work and a sense of accomplishment for Suning. It was a year for Suning to lay the foundation for the long-term development of the chain.

But at the same time, with the expansion of the scale of the enterprise and the entry of a large number of social personnel, there are various problems in the workforce due to lax checks and misidentification.In the process of personnel expansion, problems often arise between the headquarters and subsidiaries, and between departments. Due to the tendency of self-centeredness, the work coordination is not smooth, the implementation is not in place, and the cooperation between personnel and departments is not good. The lack of understanding and adaptation to each other's strengths, weaknesses and personalities has caused undue contradictions and internal friction.In addition, low personal quality is also a prominent problem.

The one-year plan lies in the spring. Faced with the grand blueprint for chain operation, Zhang Jindong suddenly felt anxious: the prelude to the great development of chain stores across the country has begun, how to solve the human problem? In fact, as early as 2000, the rapid development of China's retail industry led to increasingly fierce competition among enterprises.Especially after China's accession to the WTO, nearly 30 of the world's 50 largest retail companies have entered China.In stark contrast to the mushrooming trend of the retail industry, the shortage and competition of retail professionals has become a real pain for major retail companies.With the rapid transformation and development of my country's traditional retail industry to modern retail industry, the retail industry is no longer a simple transaction behavior of paying money and delivering goods, but a complex behavior involving multiple links such as sales, procurement, warehousing, and transportation.What worries people in the industry is that the number of domestic modern commercial retail talents is not only small, but also their quality is not high.

Talent is the magic weapon for chain enterprises to win in the competition.Today's Suning, the staffing during the air-conditioning wholesaler period can no longer meet its rapid expansion demand for talents.And home appliance retail chain is an emerging industry, and the society lacks mature talents with rich experience and professional knowledge.Recruiting from the society is also difficult to meet Suning's needs. After some thinking and research, Zhang Jindong found that in the past 10 years, Jin Ming, Ren Jun, Jiang Yong and other recruits from university campuses have increasingly highlighted their huge potential in terms of performance and ability.Social recruitment is mixed, and it is not easy to train. Why not recruit a batch of new employees from university campuses on a large scale and train them to be the backbone and successors of the chain?If we want to succeed in talent, we must be self-reliant in talent training, rely on internal self-cultivation and promotion, cultivate talents who are really suitable for Suning and belong to Suning, and form talent clusters and echelons... College students have high quality and strong plasticity. For such a problem, some people may leave after working for a period of time, but as long as we cultivate and use them properly, those who stay will become the backbone of the company in the future.The idea of ​​this talent strategy made Zhang Jindong very excited.Since 2002, Suning has clarified the employment policy of "self-cultivation and internal promotion" within the enterprise. Through many researches and discussions, it has clarified the training goal: fresh graduates will grow into the core backbone of middle-level management within 2 to 3 years.Thus, the "1200 Project" was officially launched - recruiting 1,200 fresh university graduates every year.

In October 2003, "Project 1200" officially started the first phase of recruitment.At that time, Suning recruited 1,200 fresh graduates from 40 famous colleges and universities in 31 provinces and cities across the country.This is the largest investment and largest talent recruitment and training plan since Suning was founded.In order to meet the talent requirements of "character first, ability moderate, dedication first, team first", Suning carefully selected more than 15,000 fresh graduates. In 2004, Suning again introduced more than 1,000 fresh university graduates.

In 2005, encouraged by the existing achievements, Suning formulated the third-phase recruitment plan of "Project 1200" to recruit 1,550 fresh graduates. From 2006 to 2009, Suning implemented the "1200 Project" every year.After professional and customized training and tempering, many of the previous "1200 Project" employees have become the core backbone of Suning's management system at all levels, driving the chain engine to rotate at a high speed.By 2009, the "1200 Project" had been successfully implemented for seven phases, and a total of more than 11,000 high-quality university graduates had been introduced and trained. Among them, there were about 1,200 employees of the "1200 Project" among the cadres above the ministerial level, accounting for 22% of the total number of the same level. %; 46 people took up high-level positions such as general managers of regions, business departments, and subsidiaries, and 480 people served as department heads.

In 2010, the eighth phase of the "1200 Project" expanded its recruitment, and the recruitment scale - 7000 people! From the recruitment scale of 1,000 to 2,000 people in previous years, to the one-time super large order of 7,000 people in 2010, the number of recruits for the "1200 Project" ushered in a geometric growth.In this regard, Zhang Jindong explained: "For retail chain enterprises whose main growth path is scale expansion, it is very important to have a talent pool corresponding to the scale." This is not only the largest number of recruits in the eight years of the "1200 Project", but also the largest campus "order" for private enterprises to absorb the most fresh graduates at one time over the years.

Suning has become the most popular enterprise among colleges and universities. Whether an enterprise can produce good products depends firstly on the quality of raw materials and secondly on the level of product design and processing. The same is true for talent development. Suning's "1200 Project" first faced the problem of material selection. When selecting candidates, Suning went through layers of screening, and 95% of the final selection were party members, and more than half were student cadres.Suning's "1200 Project" examines a college graduate, and the most important thing is the basic quality and cultivation potential of the student, including his basic learning situation, club experience, social practice, etc. during his schooling.Based on these foundations, Suning then examines the graduates' communication and coordination skills, presentation skills, teamwork skills, and understanding of Suning and their positions.Whether the graduates have a sense of professionalism and responsibility is also the focus of Suning's inspection. Suning hopes that the graduates introduced are not only for finding a job, but also have a strong desire to achieve a career on Suning's platform and realize the relationship between enterprises and enterprises. A win-win situation for personal business.

Judging from the above requirements, it is reasonable for party members and student cadres to be the first choice. At the beginning of the "1200 Project", Suning preferred students from key universities, especially the top universities in China.However, over the past few years, some problems have been discovered.The students of these prestigious schools are certainly better than the students of ordinary schools in terms of basic quality and the level of education received in the school. However, Suning is a retail chain enterprise, and the daily work is simple (even a little monotonous) and Trivial; as a service-oriented enterprise, it must have a good service mentality to provide services to mass consumers, neither high-tech, high-value content, nor romantic.Students in prestigious schools have a broader vision, and their pursuit of ideals is correspondingly higher, and they are even a little too ambitious and unrealistic. They always want to make a big splash and succeed quickly.After they entered Suning, they respected Suning's requirements and pursuit of being honest, doing things in a down-to-earth manner, emphasizing team first, doing simple and easy things well, and embodying and realizing personal value in the process of realizing corporate value. It is difficult to adapt and integrate with the concept of talent, development and the actual work content and environment, and the success rate is not as high as imagined.

On the contrary, those students with better qualities in ordinary colleges and universities not only have a strong desire to become talents and professionalism, but also can calm down and do things with a more positive and pragmatic attitude.They are better able to adapt to Suning's environment and do not have the sense of superiority of prestigious schools. On the contrary, they are more motivated and more active in proving themselves to be excellent and winners with actions and results. The above-mentioned reality has changed Suning’s perception of graduates from prestigious schools and non-famous schools. Since then, when Suning recruits students from the “1200 Project”, it treats students from all schools equally, and the key lies in personal quality and performance.Among them, the traditional virtues of "hardship" and "hard work" are still particularly valued by Suning when selecting candidates. In addition, Suning's "1200 Project" introduced not all undergraduate students, but also master students and junior college students. When Zhang Jindong once communicated with the employees of the "1200 Project", some college students asked: Why should junior college students be introduced?Why do junior college students start from the terminal?What is the difference between junior college students and undergraduate students in the way of development?In this regard, Zhang Jindong replied: "At the end of last year, I saw that many of the employees who received awards were junior college students, and I was very inspired. The '1200 Project' does not necessarily have to be undergraduates, and now there are junior college students. , in the future there may be masters and doctors, but now the most lacking are junior college students. Junior college students can also realize their own value, especially as a service brand of Suning Appliance, it must have a group of knowledgeable and innovative employees to join. And you You are young, have fighting spirit, and have the spirit of not being afraid of tigers. Some of the senior managers of Suning Appliance are junior college students. The same development and improvement. Today, undergraduate students and junior college students are sitting here, which shows that your starting point is the same. Whether you can take up new responsibilities in the future depends on you. You can realize yourself in each position. value. Suning talks about team spirit, I will not favor one person over another, and everyone should not have any concerns.” The terminal is the core of the chain enterprise.The ability of the terminal directly determines the operation ability, service ability and development ability of the chain enterprise.Suning currently operates 8 categories of products including air conditioners, refrigerators, color TVs, audio and video, small appliances, communications, computers, and digital, with nearly a thousand brands and more than 200,000 specifications and models, each generating hundreds of millions of yuan in sales across the country every day .Such excellent performance comes from the cooperation capabilities of Suning's four major terminal stores, logistics, after-sales, and customer service. Like the four major workshops, they complete their respective tasks according to the division of labor and cooperation in the service operation chain.Thrilling sales promotion battles, delivery, installation and commissioning of household appliances, telephone return visits and customer complaint handling... The four major terminals are the main battlefield of Suning and the central stage of Suning. The training and employment of "Project 1200" employees must follow the tenet of focusing on chain operations, close to terminals, service marketing, and going deep into the front line.In Suning's view, if college students don't go down, they will definitely not get up.If you don’t go on, it’s impossible to understand the operation of the grassroots frontline, and it’s impossible to have direct feelings about the market situation and grassroots work. It’s even difficult to integrate emotionally with the grassroots frontline employees. How can such a person do it in the future? lead?Sinking down has actually become a necessary link for college students of the "1200 Project" to transform from students to professionals and Suning people, and it is also an important reference for their future promotion. With the implementation of Suning's information system, especially in the context of the company's overall transformation from labor-intensive to technological, in the future, even the most basic chain employees will rely on the information management system for their work.Social recruiters, especially those in the secondary and tertiary markets, do not have high academic qualifications and poor computer skills, so it is very difficult to train them.Based on this situation, it is not difficult to understand the changes to the "1200 Project": Before the fifth phase of the "1200 Project", the number of undergraduates has been kept below 1,000. With the increasing recognition of the "1200 Project", Starting from the fifth period, the number of undergraduate recruits has been rushing towards 2000, and the number has continued to rise. The "1200 Project" needs to continuously introduce fresh college graduates on a large scale.In order to ensure the quality of "Golden Seeds", Suning has innovated in recruitment, implemented school-enterprise cooperation on a large scale, and solidified the source of personnel. The Business School of Nanjing University, which is located in the same city as Suning headquarters, has a long history and has profound attainments in economics, business administration, international economics and trade, finance and other disciplines.In order to implement the strategy of recruiting talents, Suning extended an olive branch to the business school and jointly set up an education fund. In terms of talent introduction, high-level training, retail and business management consulting research, Suning and the business school launched strategic cooperation.Through this move, Suning rewards elite college students, extends from fresh graduates to current undergraduates, and deeply explores talents in chain businesses. For the first time at NTU Business School, Suning awarded a total of 41 outstanding students, with a maximum personal scholarship of 10,000 yuan, which is rare among campus scholarships.The award-winning representative promised in his speech that he will study and work harder and live up to the expectations of Suning and the school. In addition to strategic cooperation with Nantah Business School, Suning has also established multi-level and all-round strategic cooperation with universities such as Tsinghua University, Fudan University, Nanjing Normal University and many secondary schools in the past two years.The establishment of strategic cooperation alliances with a large number of universities has greatly enriched Suning’s selection of elite talents and helped Suning build a talent echelon with more strategic value. In the future competition in the global home appliance chain market, Suning’s talent highland advantage is gradually taking shape . In Suning, "Project 1200" used to be a new thing.New things always have a process of being accepted.When the "1200 Project" that Zhang Jindong paid close attention to was first launched, most of Suning's internal departments were not optimistic or even rejected it.Why refuse?Because college students who have just graduated have no work experience, even the most basic display work has to be taught from scratch. Compared with recruiting people with work experience from the society who can get started immediately, recruiting so many college students is not self-inflicted. trouble? When the college students in the first phase of the "1200 Project" entered Suning for internships, the total number of employees in Suning at that time was only four to five thousand people. However, there were more than 1,000 college students in this group, which was almost a quarter of all Suning people.In the face of so many newcomers, most of the employing departments are skeptical and secretly have some rejection.The most typical are two different voices: one is why recruit so many college students?I don’t know anything, I don’t have any experience, and I can’t do anything when I come here; the representative of another voice is an old minister. He said that I have worked in the company for so many years, and I have achieved the position of minister, but I have not yet These college students who have just joined the company have a lot of salary, what's going on? At that time, due to the accelerated development of Suning chain stores, more and more stores were opened. Everyone liked people recruited from the society, and they could start working immediately after a little training.For this reason, the first half of the "1200 Project" employees were in a delicate and even embarrassing situation when they joined Suning. Half a year later, the situation has changed a lot.It turned out that in the second half of 2003, Suning opened stores faster and faster. There was a problem with the supply of personnel, and there was a shortage of posts. All departments from top to bottom were short of people.Therefore, the employees of the "1200 Project" went directly to work.During this process, everyone found that these college students are not afraid of hardships because they just joined the company, and they are full of passion.Although there are some jobs that I don’t understand, the quality of the group is good. With a little teaching, they can be added to different positions, which solves the urgent demand for talents in rapid expansion. Later, all the "Project 1200" employees became very popular in Suning and became the star team of the "Talent Factory". When people in various regions and systems needed people, they all told the human resources department-I want "Project 1200" students. So, what kind of rebirth and phoenix nirvana did these newborn calves in the workplace experience in Suning?What method does Suning use to turn college graduates with no professional experience into elites in the retail chain industry?Why do other retail companies compete to hire people with high salaries as long as they go out from Suning? Because most of the students in the "1200 Project" are only children, the social and family environment makes them relatively selfish in personality, likes to express themselves in work and life, and ignores coordination and cooperation with others, and the more extreme ones manifest themselves in personal interests and personal preferences supremacy.How does Suning let these college students with distinctive personalities step out of themselves and walk into the team?Let's take the second training class of the fifth training camp of "Project 1200" as an example. 1. Ice-breaking training - integration into the team An employee of the "1200 Project" once said that he had experienced several military trainings in junior high school, high school, and university, but the most memorable and deepest feeling was the military training in Suning.The military training in school is just training for training; and the military training before entering the job is the first step from school to society. perception. During military training, students from all over the country gather at the training ground.Before that, everyone did not know each other. Accompanied by soft music, the instructor quickly divided the students into 8 groups, and each group quickly gathered to form a team.The students who seemed a little dazed just now because of the unfamiliar environment and unfamiliar faces, through a series of team activities such as welcome to join the team, elect the captain, name the team, set the team song, and make the team flag, they suddenly became active and the discussions were in full swing.In less than 20 minutes, when everyone gathered again under the coach's whistle, they not only created 8 teams with full of personality - "Mercedes-Benz 513", "Jaguar Team", "Sunshine Eagle" and so on, the team The members have also become familiar with each other and have a sense of team honor. In the display of team style, each team showed their skills and the strength of the team was fully reflected. 2. Operation Young Eagle - Forging the Team In order to build a steel-like team, every link of military training must be carefully completed in strict accordance with the requirements of military training. At 6:30 in the morning, with the sound of the wake-up whistle, the quiet corridor was immediately busy.Everyone has only 10 minutes to wash up, and then start the one-hour morning training on time.Orders and prohibitions, and vigorous and resolute actions are strict requirements for execution.Detailed reward and punishment rules have been formulated in terms of internal affairs and discipline.The housekeeping regulations are detailed to the placement of water cups and toothbrushes, which greatly improves the students' attention to details.These strict training on details will help the trainees to better adapt and meet the high standard requirements of the company for various details in the work in the future. When the assembly whistle is sounded, all students must run to the assembly place within two minutes and stand in line. If there are voices during the march or the assembly speed is slower, all students have to do it all over again.During meals, if there is any talk, all the students have to stand outside in a military posture; in the queue training, if you make a mistake, you have to repeat it several times... All of these have repeatedly and strongly warned the students that a little bit of personal carelessness and slack And mistakes, you will implicate others and make everyone else pay for you.For yourself, and for the team, you must execute it without compromise and complete it meticulously. Military training is serious and cannot be slack, but it is also enjoyable.In the chilly morning breeze, all the trainees were full of energy and completed every military training movement seriously.Seeing that the students performed well, the always strict instructor gave the students some rest time, and led everyone to play games. Through some competitive activities, the atmosphere was not only active, but also the team cohesion of the students was greatly enhanced. 3. Outward bound training——redisplay the team style During the outward bound training, the trainees enjoyed the happiness brought by each outward bound project with the spirit of solidarity, assistance and perseverance. "Plum blossoms and plum blossoms bloom" - the rules are almost harsh, requiring team members to go back and forth on the pile hand in hand within the specified time, and are not allowed to let go or change hands. Come.Many teams have seen success in sight several times, but with the sound of "oops", someone suddenly fell off the pile at the most critical moment, and sighed everywhere.Among them, after the "Jaguar team" returned without success several times, seeing that time was about to run out, everyone was almost desperate.But can despair solve the problem?If you can't pass this level, you won't be able to participate in other expansions later.At this time, someone concluded: "Everyone must remember that taking every step well is the greatest contribution to the team." Everyone nodded thoughtfully, and began to reflect on their own performance. Some even took the initiative to apologize: "Actually, it was my fault. Just now I walked too fast in front and didn't take care of the teammates behind me." So another challenge started, and finally the challenge was successful. This is the power of never giving up. "High-altitude Broken Bridge" - "Broken Bridge" is built in the air more than ten meters above the ground, and the distance between two planks is not less than one meter. Participants must cross the "Broken Bridge".On the ground, there is no problem for anyone to jump over such a distance, but in the air, the feeling is completely different.Standing at a height of more than ten meters, there is a trembling abyss under your feet, and an unattainable sky above your head.This is undoubtedly a huge psychological test. "Sunshine Eagle" did not spread its wings to fly high in this level because there were many girls in the team, and even a girl was scared and cried because of fear in the sky.The trainer and her companions encouraged her and said: "We believe in you!" The opposite of "Broken Bridge" is like a new opportunity for development. Facing dangers and challenges, at this time, should we seize the opportunity and step over it bravely, or shrink back? not before?If you take this step, you will be your greatest self!Finally, with everyone's encouragement, she defeated herself and bravely crossed over. One small step for "Broken Bridge", one giant leap for life.A person's life can be said to be a process of continuous exploration and continuous growth.In the process of growing up, it is impossible to go smoothly. Only by bravely facing dangers, overcoming psychological obstacles, and accepting higher challenges can we reach the pinnacle of success. "Graduation Wall" - requires a group to climb over a 4.3-meter-high vertical wall without using any tools. Only after everyone climbs can they finally graduate.How to do it?There is only "building a ladder" and letting teammates step on their own bodies to climb over obstacles.The "human ladder" requires the spirit of dedication. Only by uniting as one, helping each other, with the same goal, and having the courage to dedicate yourself, can you graduate successfully.After each team graduates collectively, the team members will cheer for victory from the bottom of their hearts and be proud of the team they are in. A strong sense of collective belonging deeply infects everyone.From another perspective, in the future work, a task may not be completed by oneself, but as long as there is support from everyone and the determination to work together to complete the task, any work task will not be difficult for "us". 4. Scenario simulation - walk into Suning The training has arranged many activities of scenario simulation.After the two public courses of "Enterprise Development History and Corporate Culture" and "Enterprise Development Planning and Organizational Structure", the students have a general understanding of the development and culture of the enterprise.In order to further deepen the trainees' knowledge and understanding of the essence of corporate culture, the training organizer also specially arranged a special "reading meeting".Through group study and discussion on "The True Essence of Growth", "Suning People", "Suning Monthly", and giving speeches on different topics such as "If I were a Suning installer", "If I were a store manager", "If I was a customer service representative" .At the speech site, there were old Suning employees commenting on everyone's speech.The criterion for commenting is not whether the rhetoric is gorgeous or not, and the emotion is full or not, but the depth and right or wrong of the understanding of the corporate culture and the working characteristics of the retail industry in the speech.Through these activities, everyone has a deeper understanding of Suning. In the following scenario simulations of "Service Model Skills Competition" and "Band of Brothers - How to Make the Communication of Four Terminals More Convenient", everyone tried their best to ask the old employees about the methods and skills in the work for the team to win. Through practice, To share and summarize, to truly experience and understand Suning's corporate culture and the spirit of "team first". Although the outreach training lasted only a short ten days, everyone was surprised by everyone's wisdom. On April 17, at the closing ceremony of the training, many "1200 Project" trainees expressed their feelings when reviewing the challenges and tempering in the training: this is not just a training for the job, but a cultural, spiritual and conceptual development. Great baptism! Most of the college students in the "1200 Project" are "post-80s".Compared with the previous generation, they have received a good education and enjoy better material conditions. As young people, they have both "squeamishness" and "sharpness". Delicacy and sharpness are two different states of mind and thinking.Delicateness, manifested as being self-centered on the one hand, unwilling or afraid to take responsibility on the other hand, relying on others, psychologically fragile in the face of setbacks, afraid of hardship and burden; vigorous, manifested in the courage to show yourself, dare to take responsibility, Sensitive to new things and willing to explore and try, focused and devoted, never give up until the goal is achieved. Young people are the future of Suning. How can we wear down their delicateness while maintaining that rare spirit? "Project 1200" has carried out special research, designed and adopted many effective methods and measures, and military training has become the first choice.The discipline of the soldiers, not afraid of suffering, not afraid of death, solidarity and mutual assistance, the spirit of persistent struggle around a goal and never giving up, is in line with the essence of Suning's enterprise spirit, and it is also the gene that Suning hopes to implant in everyone.During the military training, each "1200 Project" personnel must go through a 40-kilometer night march that they will never forget. At 10:50 one night, with the sound of an emergency assembly whistle, the long-prepared training kicked off.Departure point: Suning Nanjing Yuhua training base, destination: Ma'anshan, round trip 40 kilometers, time: 6 hours. The walking speed of normal people is 5 km/h, and it takes at least 8 hours to walk 40 kilometers, but now the "1200 Project" students only have 6 hours. After the trainees set off with the firm belief of "challenging the limit and overcoming themselves", many people fell to the ground because they couldn't see the way clearly, and the team immediately became chaotic.In order to prevent the people behind from falling again and keep the team neat, the people walking in front kept reminding the people behind them-"There is a pit here, be careful", "There is a stone here, everyone be careful", "The road ahead begins." narrowed."Later, someone joked that the reminder sound was better than the singing that night. Under the guidance of the banner of military training, everyone walked through the road, crossed the mud, and climbed over the hills in the vast night... Not long after walking, some students felt unwell, and teammates extended a helping hand to help carry the backpack to lighten their burden; a few girls, because of the lack of exercise, soon became weak in limbs and were too tired to walk. Team Belief - Can't let any teammate fall behind.Some people have bleeding blisters on their feet, but they still insist on walking, even if they are in the last ten or so meters, they must insist on crossing the set finish line... Everyone helps and takes care of each other along the way, you help me, care for each other, support each other , I once again strongly realized what unity and friendship are, and what is perseverance.In the end, everyone arrived at the destination more than 20 minutes earlier than the scheduled time. On the way back, the students carried forward the style of not being afraid of fatigue and fighting continuously, and advanced all the way.After nearly 5 hours of marching, when the sky was slightly bright, the trainees were fully loaded and returned triumphantly, successfully completing this unforgettable training task. Whether it is the nirvana of a phoenix or the emergence of a butterfly, one has to experience great pain before one can possess shocking beauty.Through military training, the delicateness will be worn away, but the spirit must still be maintained.Only in this way can we become Suning people who "persevere and never give up". The following is the perception of some "1200 Project" trainees after the intensive training, from which you may be able to taste the journey of their transformation: *Military training is indeed hard, but without discipline, there will be no order. The bounden duty of a soldier is to obey, talk about tasks, and talk about execution.Strict discipline, strong guarantees, and clear rewards and punishments are what we have personally experienced in military training.These can also be applied to work. The Suning chain is developing very fast, and the scale of the enterprise is also expanding day by day. Without a strict system and strict implementation, the future will not be guaranteed. *There are three things that I feel the most in military training: one is discipline. In just 17 days of military training, we have changed from a group of chirping and scattered fresh graduates to a member of the last uniform phalanx. I realized the importance of discipline to a team; the second is obedience. What impressed me the most was that we were first punished by the instructor for reporting. At the beginning, everyone who was punished had complaints and dissatisfaction on their faces. In the past, our reports became less and less, and in the end they even disappeared. We consciously obeyed, which brought us gratifying results during the military parade; the third is teamwork, and the most sung song during military training is "Unity is Strength". During the 17 days, I also deeply realized the importance of the spirit of collaboration for a team.In the phalanx, every move of an individual may affect the image of the phalanx. It is crucial to remind yourself at any time that you are a small pawn in the chessboard of the collective, and it is very important to fully play your role. *The 17-day military training gave people many feelings, the deepest feeling being absolute obedience and team spirit.The army is very particular about discipline. We must obey the orders given by the instructors unconditionally. Of course, if the instructions of the instructors are wrong, we can also bring them up. This is a good example for our future work.The company is a place that pays attention to discipline, and must act in accordance with the company's rules and regulations. Our company's management philosophy once mentioned that "the system is more important than power."Team spirit is also very important in military training.A phalanx is a whole, and if one part is not done well, it will affect the whole.In the employment management of Suning Company, team spirit is also mentioned. Suning is a whole, composed of various departments, and all departments are closely related. If any link is missing, the complete process of Suning cannot be formed. This requires us to cooperate and unite .Therefore, these feelings in the military training are also to prepare for our future work in the company. We must obey the system and have a sense of teamwork.Of course, we still need to continue to learn and improve in our future work, to improve ourselves from more aspects, and to be a qualified Suning employee. *What I feel the most is the team spirit. The class where I was in the military training had the largest number of people. At the beginning, the kicks were always uneven, and the steps in the front and back rows were always inconsistent. Always being ridiculed by other instructors.Afterwards, everyone held their breath and practiced hard. The whole class had the same thought and cooperated with each other. When they reported the performance for the last time, they came out at a very high level. * What I feel most in the military training is the iron discipline.Discipline produces combat effectiveness. In the process of growing up, many of us have developed some free and undisciplined habits. At the beginning of military training, we had a strong resistance to the iron discipline in the army. I was strictly controlled, but at the end of the military parade, watching us take neat steps and listening to the sound of uniform footsteps, I suddenly felt the strength of the collective power.This is a collective with strict discipline and strict organization, and only such a collective can produce strong combat effectiveness at the most critical time. *What I felt most deeply in this training camp should be everyone's persistent pursuit of collective honor.There is a saying in the army that honor is the life of a soldier, and obedience is the bounden duty of a soldier.This military training must have inspired everyone's pursuit of collective honor.At that time, I was in class one, and I felt that our class must strive for the first place in all aspects.Our training is the hardest, our military posture is the most upright, our spirit is the highest, our slogan is the loudest, and our life is the happiest.We are really fighting for collective honor in everything, we help each other and work together.During the 17 days of military training, we were inspired and excited by this spirit every day.In the report performance, everyone finally showed our high spirited spirit with uniform steps and neat and clear slogans. *In the military training, I first learned to obey and obey the command in all actions.Any action, even if it's just queuing for dinner, must obey orders.其次是充分体会到企业的精神——“执著拼搏，永不言败”。军训中辛苦是自不用说的，可就是在这样艰苦而严格的环境中，大家都克服了种种困难坚持住了。在这个过程中，我们失败过，也犹豫过，但我们并不怕失败，也绝不向失败低头。我们总结经验，通过努力奋斗，最终我们成功了。最后，还有一种强烈的感受，那就是压力，看到这么多的新员工、大学生，而且个个都很优秀，有的还“身怀绝技”，日后和他们一起工作，要想脱颖而出，的确非常困难。不过这样也有好处，大家各有所长，我也可以从他们身上学到很多东西，取长补短，互相进步。 这就是羽化成蝶，凤凰涅！ 走进训练营，每次都会有耀眼的横幅跃入眼帘，比如“扬帆起航，追寻梦想”、“携手并进，共创辉煌”。它们是每次培训的主旋律。 有人说，激情是扬起船帆的风，没有风船就不能行驶。但对于企业中的一员来说，激情是一种精神特质，代表一种积极进取的精神力量。能否将激情转化为职业能力与职业习惯，既很重要，也很困难。因为军训是在一个特定时间、空间里展开的，它可以让学员在短时间内树雄心、立大志、激情迸发；然而，日常工作则是平凡、琐碎的，甚至有点机械式的重复，十分乏味。在这种情况下，如何让激情持续，成为一种习惯，变为决心、耐心、恒心，才是对培训效果的真正检验。 军训结束后，紧接着就是“四大终端”轮岗训练。所有的学员轮流到各个岗位接受培训，在现场边做边学。 在轮岗学习中，学员们更有这样的深刻体会：苏宁的成功归功于所有员工的不懈努力和务实精神，努力的方式就是脚踏实地地做事。一家新店开业，要求店面的管理人员要从细节入手，强化内部管理，包括店面人员的着装、服务意识、现场的布展、POP的张贴、DM的发放等，正是这些细节决定了连锁店面的整体形象。 为了提高单店质量，店面工作还要从细微之处入手：每周对样机进行梳理，每周六、日部门员工下门店检查海报布展、样机出样、展台状况以及市场调研活动，并将相应的检查结果汇总上报，和工厂沟通解决。对于店面管理过程中的礼品管理、赠品管理等，要建立店面台账制度。赠品发出去后，及时统计顾客姓名、联系电话、发票号码等，便于客服的回访，也能保证公司的资源发挥应有的作用。 客服是很平凡的工作。苏宁客服跟工厂的客服相比，工作难度却要大得多。因为工厂的客服中心，服务人员所需掌握的只是单一品牌的知识，而苏宁的客服中心工作就比较复杂，八大品类，成千上万种产品，所有的产品知识，都要了解、掌握。为了更好地为消费者服务，苏宁客服中心关于产品信息的电子书实时更新，三包知识、产品的百问百答等基本上一天更新一次。 伴随苏宁的快速发展，机遇和挑战并存，只有具有极高的追求成功的动机、学习欲望和学习能力强的人，通过实际工作的挑战发掘自己的潜力，才能成为最受公司欢迎的人。 在苏宁，还有这样一句经典的话——“没有经历'大忙'的人就不能算一个真正的苏宁人”。 “大忙”时期，苏宁四大终端都会忙得热火朝天，这时他们需要增援，而需要就是命令。“1200工程”学员被分别派往连锁店、客服、物流、售后及各地分公司增援，由于物流和售后送货量大，大部分男学员都被派往物流、售后中心，等待他们的将是严峻的考验。 增援一般都是在一年中最热的时候，最高气温可达40摄氏度。学员们二话没说，接过“老虎车”就开始装、卸货。他们中的很多人，从体格上看好像并不能胜任这项工作，但牙一咬照样干得有板有眼，一个人搬不动就两个人扛，两个人扛不动就三个人抬……和那些与“大忙”赛跑的工人师傅相比，他们的工作其实算不得累。再说年轻人的优势就是精力旺盛，睡一觉什么都好了。由于第二天工作的需要，当晚，学员们就睡在仓库的平台上，一张草席、一条毛巾、一瓶风油精。学员们累了，他们睡得都很沉。外人看来，仿佛这平台上睡的不是“1200工程”的大学生，而是一支稍作休整的急行军队伍，明天还有一场硬仗等着他们去打。 曾经有一位女学员因顾客言语太过激烈而哭了起来，经过领导的一番劝慰，她擦干眼泪又重新投入到工作中。如果说物流偏重于体力劳动的话，客服正好相反，它需要接待人员有良好的心理素质和出色的反应能力。当被问及在客服工作的感受时，一位女学员开玩笑地说：“其实最忙的不是我们，是电话。”学员们每天不停地回访顾客和接待投诉，一个星期下来，嗓子就变哑了，但他们笑着说：“我们吃润喉西瓜霜比吃饭多。”乐观、向上，能这样面对困难就能战无不胜。 张近东经常去作业现场看望“1200工程”学员，和学员们作零距离的交流，鼓励大家在自己的岗位上好好工作，虽然条件比较艰苦，却是一次绝佳的锻炼机会，并要求后勤部门尽最大努力安排好“1200工程”学员的生活起居。有一次，张近东说：“今天，你们在终端和工人们同甘共苦，明天，你们就能更有成为一名优秀管理者的底气和自信。”这一语道破了苏宁领导开展“1200工程”学员培训实习的良苦用心。 站得高才看得远。随着社会的进步和企业的发展，竞争日趋激烈，适者生存、胜者为王是永恒不变的真理。企业不是学校，不能等着别人来教，应该主动去请教去掌握，通过学习达到做好事情的目的。 下面这篇“1200工程”员工集训后的总结，或许更能说明他们从大学到企业、从天之骄子到明星员工、从激情理想到脚踏实地的转变—— 作为“1200工程”的新员工，之前熟悉的是课堂的授课模式，希望在企业中学到更多的知识和经验；但作为公司员工，其根本职责就是做好工作为公司创造效益。因此，所有“1200工程”员工都必须尽快完成由学生到员工的角色转换，摆脱学习观念，树立做事的思想。 首先，保留学生的实习心态是一种定位的错误。不可否认，在工作中，学习是必要的也是必需的。但“1200工程”员工不能一直把自己当成学生。企业最重视和尊重的人是那些能够快速解决各种问题的人，而不是只会学习没有实干能力的人。因此，必须适应这种形势，重新设定自己的角色，尽快融入部门和岗位，用工作表现得到领导和同事的认可。 其次，学会了再去做的想法是不可取的。有些“1200工程”员工畏惧接受新的复杂的任务，只肯接受轻易就能做好的事情，缺乏自信心，不敢接受挑战，对于勉强才能做好的事情，总是担心没有能力去做；对于超过自身知识范围的任务连做的胆量也没有。业绩是衡量一个人能力的唯一标准，只有做事才能出成绩，没有学会只是平庸者为自己开脱的理由。 做事讲求结果，要对事情负责。只是抱着学习的心态工作，是一种既对公司也是对个人不负责的表现。苏宁是高速发展的企业，这就要求每一个人必须有勤奋、敬业的精神才能力争上游，为公司做出业绩，为个人求得发展，否则只能被这种发展的加速度所淘汰。 当然，摆脱学习心态，树立做事思想，并不是否定学习的作用，而是摆脱学校式的学习，实行工作中学习，在进步中工作；摆正学习和做事的位置，学习和做事是相辅相成、不能割裂的，但是做事是目的，学习是手段，绝不能本末倒置。而且在企业里做事，出成绩更为重要。现阶段，要把学习的方向锁定在企业发展和自身工作需要上面，避免盲目学习，以免浪费工作时间。一个在工作中表现优秀的人一定是一个爱学习、会学习、善于学习的人。要想留在苏宁，首先必须做事；要想把事做好，首先要学习做事。这也是一种学习，而且是更重要的学习。 “1200工程”员工应该做到这一点，树立做事的思想，认认真真地从小事、简单的事做起、做好，才能做大事、做事业，对自己、对企业负责，完成公司下达的目标。当超出领导期望地做好一件事情时，哪怕是小事，也会令人刮目，让领导放心。做事干练的人才会被委以重任。 人人都盼望长大，何为长大？这就是长大。 金明，伴随着公司的发展和每一次飞跃，从一名普通大学生走到今天集团总裁的岗位。1993年他从南京师范大学毕业后，从业务员做起，拜访过海尔、长虹、美的、TCL等国内大型电器生产企业，不但在不同产品类别的销售一线冲锋陷阵，而且几乎经过了苏宁内部所有层级的历练。 2005年以前，“1200工程”员工得到的认可，是因为肯干、上手快。当时，苏宁通过社会渠道招了很多员工，也招了很多的大学生，这两个群体一对比，在工作的投入方面，从社会上招聘的人员明显比“1200工程”员工差很多。从这一点上，张近东意识到，从企业文化价值观的统一和认可的角度看，“1200工程”员工比社会招聘人员要强。 2005年以后，“1200工程”员工得到认可，是因为对企业文化认同，敬业、投入，做事踏实。随着信息化上线，计算机系统包括苏宁自身经营管理的体系、流程、制度也越来越明确固化。以前工厂做业务的人员进入苏宁，试用期三个月过后就能够上手操作了，现在工厂一个业务员到苏宁来做营销，没有一年根本搞不清楚苏宁的体系、流程及其操作规范。这时，社会招聘人员在工作经验上的优势没了。而且，因为他们在其他企业做过，思想意识上难免有固执己见的弊端，而大学生没有这些人生经历，服从性、统一性反而较强。通过综合比较，苏宁得出这样的结论：大学生培养比社会招聘人员要划算，更快，更为合适。可以这么说，在这场马拉松式的赛跑中，最终，“1200工程”员工以他们巨大的潜能，获得了胜利。 到2008年，全国各地的苏宁子公司和部门对“1200工程”的认可度达到空前的统一。然而还没来得及高兴，张近东就隐隐感觉到，随着“1200工程”员工的数量呈几何级数增大，占据了越来越多管理岗位，甚至有一些是很重要的管理岗位，带给企业的负面的东西，也慢慢浮现出来。for example: 虚耗加班。“1200工程”员工非常敬业，加班绝不偷懒，但是当企业规模变大，层级越来越多，“1200工程”员工得到的有效指导督促越来越少，于是出现了虚耗加班。反正闲着没事，没有加班任务时，大家也都耗在办公室不下班。因为晚餐有补贴，公司还规定晚上10点后下班报销打车费，导致很多人到了下班时间还不回家，在办公室磨磨蹭蹭耗时间。虚耗加班形成一种氛围后，带来不良风气，搞成内部的一种攀比，貌似敬业，但其实质已变味了。 “80后”基本上都是独生子女，在工作中跟团队的沟通协作的意识和能力较弱，什么事情都只想按照自己的想法去做。“80后”的这种自我，对团队的破坏力极大。 “80后”还有一个问题是太急功近利。做商业一年的业绩，是靠每天1000块钱、2000块钱卖出来的。苏宁的许多部门在干什么？干的是那种很简单甚至有一些乏味的工作。很多“80后”认为自己是大材小用，于是耐不住寂寞，心态开始浮躁起来。还有的干了一段时间，自认为工作已经干得很好了，为什么还不给升级？为什么还没有加薪？这种心态直接的体现就是急于求成和抱怨，造成“1200工程”员工流失率逐渐升高。 新人进公司一开始要融入公司文化，要去服从，如果没有深入理解，随着时间的推移，新鲜感消失，服从就会变成教条。当这样的人成为一个部门负责人时，自身各方面的欠缺，就会使得他们不能正确地引导下面的员工，而只是简单地教条地去做。有时教条不仅代替了思考，甚至也成为推脱责任的借口。 最近两三年，在与“1200工程”员工沟通的过程中，张近东敏锐地发现，“1200工程”群体在发生一些改变。 作为备受期待的企业接班人，本应该谈一谈企业应该怎么发展，事业应该怎么做，工作应该怎么做。作为企业领导人，张近东也希望大家谈这些东西。但是在现实中，很多人问的是“我房子怎么办”、“我要结婚了怎么办”、“我的户口怎么办”、“我的工资怎么办”、“我到底往哪里去发展”这些问题，实际上任何一家公司都会有相应的、明确的制度，但是“80后”的员工喜欢不断地问这些问题，所暴露的是“1200工程”在价值塑造上出问题了。 为此，在有一年的新春表彰大会上，张近东与“1200工程”员工沟通时，特别语重心长地说：“'1200工程'是苏宁树百年基业的跨平台工程，只许成功，不许失败。对大家而言，选择苏宁是走向社会、自立自主的第一次择业。第一次的成功，会给自己增添无比的信心，第一次的失败则会给自己留下难以忘怀的阴影。大家选择苏宁目的是为了成功，成功就是成才，成为苏宁适用的人才。怎样成为苏宁的适用人才，我代表公司，也代表我个人，谈几点期望： “首先，大家要调整好心态。心态调整好了，行动就会自觉自愿，工作就会有热情有激情。对于'1200工程'员工，公司制定了四大终端为主要岗位，在岗位中挂职，在岗位中锻炼的政策。不能在终端基层岗位凸显，就不能成为优秀的人才。 “其次，大家要有斗志，早日成才。苏宁是一个有个性、有斗志的企业，否则在竞争激烈的中国家电行业中就不会有苏宁的机会和地位。在工作中甘于平庸，缺乏事业心，再有能力的人在苏宁也待不下去。作为年轻人，大家就是要有野心、有抱负，要有出人头地的追求。 “最后，希望大家融入苏宁大家庭式的企业文化中，成为真正的苏宁员工。我希望大家有野心，不是狭隘的个人野心，而是把企业做大做强的野心。” 从此，无论是入职培训还是在岗培训教育，苏宁都不断地给“1200工程”员工灌输一个观念——不能急于求成，不能急功近利，也不能浮躁。并进一步地明确了“1200工程”新人进苏宁要集训、下终端，从基层一步步做起。与此同时，对“1200工程”员工逐步增设大量的考评，从培训的考试到终端的考察，再到述职、晋升，通过各种各样的综合测试控制，主动淘汰不合格人员以确保成长质量。所有的这一切，都是为给“1200工程”员工提个醒：优秀的干部一定是从一线，从最基层岗位，一步一个脚印、脚踏实地慢慢成长起来的。想真正地成长为一个接班人，必须要有付出，要达标，“苏宁人”的优秀是锤炼出来的！ 英雄总有迟暮时。在苏宁，以张近东为核心的领导层虽然尚年富力强，但在张近东的心中，企业的接班人计划仍需要尽早启动。从实际情况来看，接班人的问题不仅仅是简单的领导人继承问题，同时还关系到企业能否成功转型。 正如《苏宁之歌》所唱的：“苏宁，你给了我成长的天空，让激情展翅自由翱翔；苏宁，你成就我事业的巅峰，平凡的人生因你而不同。”“1200工程”员工作为集团整体“接班人”的定位，在苏宁内部得到广泛认同与重视。相比从社会上招聘的人员来说，“1200工程”员工的整体素质，无论从受教育程度、知识视野还是与时代同步前行的能力，都要强很多。而且，在苏宁，这一特殊群体从一开始就被寄予厚望，肩负了百年苏宁发展的使命，在选人、育人、用人、资金、培训教育、岗位实践、人才梯队构建等方面，苏宁倾注了极大心血。 到目前为止，“1200工程”一期员工100％晋升为部长级以上干部，其中85％晋升为副经理级以上干部，10％晋升为正经理级以上干部。“1200工程”二期员工中15％的人员晋升为副经理级以上干部。“1200工程”三期员工22％的人员晋升为正部长以上干部。 从这些数据可以看出，苏宁接班人计划正在有条不紊地扎实推进，并且效果不错。 企业的未来是远大的，尤其是像苏宁这样处于行业领先地位的企业。但有一个事实不可否认，那就是企业的未来目标，不可能完全在今天的领导者的带领下达到，不管今天的领导者和及其管理团队多么有才能，对他们来说，带企业走进长远的未来仍是一个不可能完成的任务。企业的未来靠的是未来的领导者。 跻身世界级企业是苏宁未来10年的战略目标。到2020年，全国店面要达到至少3000家，并将建成覆盖全国2000多个县级和发达地区乡镇市场的连锁网络以及50～60个物流基地。而此前的20年，苏宁后台配送能力的完善、内部管理体系的建立、信息化建设、前台店面标准化建设、专业人才培养等方面，已经为中国连锁发展树立了标杆典范。面向未来，苏宁能不能把这一成功的模式进行广泛的复制、移植并进一步创新，关键在于有多少人才、多少个团队组合能准确地理解和执行既定的模式。 带着这样的思考，张近东发现，中国民营企业谈接班人，通常是将企业的未来，寄托在某一个能力极强的接任者身上，希望复制一个“领袖”，而西方很多经营上百年的企业，接班人是一个团队，并且一批接着一批。在企业经营实践中，许多人都知道，企业管理应是一个金字塔结构，只有从塔底到塔尖，每一层级都有胜任的管理者，企业才有可能从优秀到卓越。但到了考虑接班人时，常常会把目光只聚焦在某一个人身上，评估他的个人能力和诚信，忽视了团队，忽视了不同管理层。因此，在苏宁接班人计划的实践中，张近东得出了这样的结论：接班人不能是某个人的接班，而是人才梯队式的团队整体性的接班，要想成为“百年老店”，除了培养选拔高层各管理岗位的接班人，还需要一大批能征善战的中低层岗位的管理人才。只有这样，才能为百年苏宁持续不断地输送各个不同时期、不同层次所需要的人才。 作为接班人的“主力军”，“1200工程”的大学毕业生，从进苏宁开始，就被纳入到人才梯队的培养体系，整个成长和发展的路径清晰明确。针对人员不同岗位、不同层级的需求，苏宁制定了明确的接班人梯队建设规划，即“EAB梯队模型”。 员工在进入公司后，经过1～2年时间的磨炼，其中的优秀者将成为各体系部长级的核心中层管理干部，进入到B梯队行列； 对进入到B梯队的管理干部，集团再通过1～2年的培养，选拔出一批优秀的经理级核心管理干部，进入到A梯队的行列； 对进入到A梯队的干部，集团会予以重点培养，再经过两年左右的时间，使其晋升成为公司高层管理干部，进入到E梯队，即高管梯队行列。之后经过不断的提升，最终成为集团核心高管行列。 总经理梯队主要是针对子公司和营运部门的。总经理是综合性人才，每年主要从采销体系选拔干部进行考察培训，列为总经理候选人进行培养，考察和管理。 而“1200工程”员工，在进入到企业之后，大致按照以下的路径发展： 在职务级别上，“1200工程”员工进入公司2～3年内，80%以上的人员成长为部长级以上中层管理骨干。一个“1200工程”的本科生，只要自己不放弃，工作努力，7年就可以做到正经理。苏宁现在的15万员工中，正经理级别的只有500多人，这绝对是公司的核心成员！ 2010年7月27日，苏宁高管层进行了一次大调整，“70后”新生代掌舵苏宁：1971年出生的金明出任新总裁，走向前台；1972年出生的孟祥胜留任副总裁，分管苏宁的战略规划、组织体系建设以及人力资源管理工作；1977年出生的苏宁董事会秘书任峻擢升为董事兼副总裁，分管苏宁的财务战略与规划、信息体系建设。而这三位“70后”，除了孟祥胜外，任峻是出自“1200工程”体系，金明则是大学毕业后就进入苏宁，在苏宁一步步成长起来的。 江泽民说：“创新是一个民族进步的灵魂，是国家兴旺发达的不竭动力。”