The Four Trilogy Of AOKANG Footwear Industry

October 21st, recently, AOKANG It has been selected as the 100 national first class demonstration unit for graduate employment. As early as in 2009, AOKANG won the honorary title of "China's best employer".

"Willing cost" brings talent

AOKANG accounts for a large proportion of recruitment funds every year. Now, apart from holding regular recruitment fairs in spring and autumn in Hangzhou, Shanghai, Guangzhou and other places, campus recruitment is also targeted at college students. Since 2005, campus recruitment has been held in 75 universities including Peking University and Tsinghua University. AOKANG also introduces MMS every year to help departments improve their management level.

In addition to increasing recruitment efforts, AOKANG also started a new model with the school and set up "O Kang ban". After completing their studies, they can choose whether to go to AOKANG or not. Under the same terms of application, AOKANG will give priority to the "Olympic class" students.

　　 "Stimulating potential" to promote talents

As an integral part of enterprise development strategy, training has been institutionalized in AOKANG. The training management system promulgated by the company has clearly stipulated 9 aspects: training plan, organization and management, training curriculum development and so on.

According to the training system, AOKANG will conduct more than 1000 actual combat training every year.

Outward bound training is also a way to stimulate potential. Since 2005, the number of employees who participated in outdoor entertainment such as entertainment and actual combat has reached thousands of times.

In order to maximize the training of talents suitable for their own corporate culture, the company set up the first enterprise university in China's shoe-making industry on the basis of the establishment of the division. So far, four EMBA teaching classes have been successfully held, with more than 200 trainees.

　　 "Providing platform" with talents

Jiang Xinghua was a senior director who was transferred to work and joined AOKANG in 2001. Looking back at my experience in AOKANG, Jiang Xinghua said with deep feeling, "turning around is really a great help to my growth." Jiang Xinghua initially recruited and performed performance appraisal in the human resources department. In 2004, he worked in the general office of marketing company. In 2006, he was promoted to the director of talent resource center. Jiang Xinghua said. Due to his needs, he is not only the senior director of AOKANG talent resource center, but also the executive director of AOKANG University.

In AOKANG, employees who have worked for more than two or three years will be evaluated. According to the assessment results, some employees were transferred to new suitable jobs. After the rotation system was implemented, a large number of outstanding managerial talents with outstanding comprehensive capabilities emerged. Jiang Xinghua is a typical example.

AOKANG also attaches great importance to employee career planning, tailored for each employee career development and design route. At the same time, in the company, open competition is employed to carry out various kinds of internal competition and talent selection activities. According to incomplete statistics, at least 90% of the cadres in AOKANG are internally trained and selected.

　　 "People-oriented" talent retention

In AOKANG, there is a concept: employees are not migrant workers, the same is the AOKANG family.

AOKANG thousand stone manufacturing center has staff More than 2000 people, of whom more than 1800 were from outside. In order for employees to work comfortably and comfortably, so that everyone has a sense of belonging, AOKANG has implemented six major projects, such as housing project, warm heart project, sunshine project, learning project, talent project and linkage project.

In July this year, AOKANG invested about 300000 yuan to solve the employee's "summer worries" and set up a AOKANG employee summer camp.

This kind of culture for the immediate interests of employees also makes employees a little bit more right. enterprise Closeness.