Interview with Liu erhong, vice president of Puyuan: How programmers find their core competencies

[Csdn exclusive interview] if your boss comes to chat with you, you should pay attention to it, because it is probably not just a casual conversation. According to an authoritative survey,85%The supervisor is fond of chatting to check the current situation of his/her subordinates, this includes whether you have complained about the current situation of your work, whether you have new ideas about career development, whether you agree with some of the company's recent strategies, and whether you still agree with the company's values. Liu erhong, vice president of Puyuan software, said: "In addition to formal performance interviews with employees after the performance appraisal period ends, we usually hold some simple luncheon meetings, let's talk about busy people in a relaxed environment, such as new ideas recently and new ideas, after learning about his needs, he will help him establish a schedule for rapid growth."

There are several steps for growth: acquiring knowledge, understanding knowledge, repeating practices, and summarizing experiences. Therefore, in addition to the schedule, you also need to obtain practical opportunities. Liu erhong said: "The development of human beings is equally important in both external and internal careers. In other words, in addition to having the "Desire" for active growth, we also need opportunities. If someone wants to try a higher-level position, we will consider handing over some of the work to him for a while, we can see whether he has the ability or potential to be competent. This creates opportunities for both companies and employees ."

Liu erhong is a senior technician. Therefore, he understands the expressions of technicians and what do they need most? "DoProgramPeople are most afraid of being forgotten. They should feel that they are growing up in a pleasant working environment. This way can make them feel their own value has been reflected, this kind of spiritual value is manifested inIt." Liu erhong said.

We can also see in the results of an authoritative survey that95%The Talent View of enterprises puts "Morality" and "character" in the first place to be considered when recruiting talents. In fact, behind this kind of talent view, more importantly, enterprises are looking for people who recognize the company's values. For employees to truly integrate into the enterprise and team, the mutual identity among Members must be taken as the basis. The same things are closely defined in values, this is crucial. Liu erhong said: "I am very confident in improving and growing employees' technical skills. However, if we want to change a person's values, it will be very difficult to completely change the person ."

For a person with a strong sense of self-development, the most important thing in his career development is to find his core competitiveness. What is core competitiveness? In fact, it can be understood as building a competitiveness that is not dependent on environmental constraints. That is to say, no matter under what circumstances, it can reflect its own value. To do this, you need to always know what you need and whether the current environment matches what you want.

Liu erhong explained this with his own experiences in the state-owned enterprise environment. In that year, he was the first employee to become a manager among all employees who entered the company in the form of recruitment. It took only half a year. He said: "The goal I set for myself has always been very clear, that is, the ultimate goal of doing anything is to stop doing it. In this way, your work scope will be wider and more free, and you will have more opportunities to develop and do more important things ."

Although this is a very simple summary, in fact, to achieve this effect, we need to cooperate with each other. First of all, we must make this work very detailed and systematic so that it can be independent of the individual, and it can be easily handed over to another person, and it can be done well.

second, we need to train successors. Superior leaders must dare to develop superior succession plans. Liu erhong said: "In Puyuan, go to CEO Team Leader must have the task of cultivating successors. A healthy enterprise does not suffer losses due to the loss of any one person ." This is also as General Electric's Head of Human Resources Co natti said: "If he has killed two or three in a row capable of replacing his successor, you should be careful with this guy ." [Text/Ma Pei]