The CEO of the electric business has seen the talent as the most important job

Losses, layoffs, closures, capital encounters, and IPOs are blocked ... The topic of e-commerce seems to have never subsided, and all of this, change the dimensions of thinking, ultimately can be attributed to the problem of the shortage of electricity business talent. Yes, the biggest short board is not a logistics, credit, or payment system of some part of the core talent.

At the end of May at the "2012 China (Beijing) Electronic Commerce Conference", Lei, the founder of Millet Technology, shared an extreme example of his experience. In order to have a long time of his favorite hardware engineer dug to millet, Lei resorted to all his tricks, broke the historical record of Liu Bei Cottage, and the other side had a talk for 5 times, "every time not less than 10 hours, a total of more than 50 hours."

Many people think lei again in the cheat, but this thing does not seem to be a good boast material, do not make others will misunderstand his imposition. If you take into account the industry's expectations of Lei and give him the psychological pressure and hint, as well as his desire to make millet into the world's 500 companies of determination, there are people to middle-aged "homeopathy" sentiment, we have every reason to believe he said, "for a while, I almost spent 100% of the time to find someone."

The most important job for the CEO

Huang, vice president of Eric, said that to thoroughly understand the problem of e-commerce talent, must be traced back to three sources: first, the user needs, the second is the upgrade of E-commerce itself, the third is the traditional enterprises will become the participation of E-commerce.

Huang that, compared with Japan, the United States slowdown in comparison, China's Internet users will increase the penetration rate, online shopping market growth is limitless, the size of the transaction in the next two years will surpass Japan, the United States, is expected to reach 1,184,050,000,000 yuan this year, approaching 2.55 trillion yuan in 2015. On the other hand, the operation and management of E-commerce in China will change from the current extensive operation to fine operation, and the traditional enterprises will become the main part of E-commerce-they will be diverted to the lack of electricity quotient talent. Obviously, these three determine the high demand for electrical talents, in addition to the number of scale needs, there is a high level of quality demand. In other words, for the future of E-commerce, the existing electrical business personnel need to upgrade.

Huang The electric merchant Caifi is the decision type, the technical type, the business type and so on three kinds of types. She said: "Decision-makers are best to come from the traditional business, it is best to have a more in-depth understanding of business, the proposal through the internal excavation, as well as the way the electrical business training to operate." For technical people, can be used to outsource or say that they can do it. ”

According to the Chinese E-commerce Association and other institutions such as statistics, China's current E-commerce enterprises directly employed about 2.13 million people, the next 5 years, the gap will be more than 3 million people. Jiang, Vice minister of Commerce, pointed out that the business departments in charge of "strengthening e-commerce training and personnel construction" to promote the healthy and orderly development of E-commerce.

Obviously, when the electric business is optimistic about the future trend and ready to exert a large force, they found that the electrical business talent is not easy to find. You will find that while Lei is having long conversations with engineers, the CEOs of many electric companies are looking for the talent they need--well, CEOs rather than human resources directors.

Billion state power CEO Zhengmin said, Lei story to his biggest revelation is, to find talent as CEO most important work, because "people more and more expensive, more and more short, within a few years will not change." Therefore, the CEO himself on the horse, first of all, the situation is forced, followed by the performance of sincerity, and finally, the CEO of course more able to make decisions.

How to employ, traditional methods have failed

The two problems that the electric business boss faces are: First, it is easy to find the real talent, the second, even if found the available talent, it is not necessarily easy to use.

Zhengmin is deeply aware of this. In the development of the power of billion, he found that the traditional theory of human resource management has failed. "To keep people in the first place, in the E-commerce circle is absolutely not reliable!" He thinks, since the electronic commerce is the product of the market economy, then its survival should follow the law of market economy, treatment to keep people, make the right salary system is the first. "Poverty is not electronic commerce." Every year we will gradually increase the remuneration of everyone, absolutely do not take us as a start-up company. ”

Zhengmin also found that, compared with traditional enterprises, the electric business is not necessarily the only CEO lead, but the power should be dispersed, "because a company needs a lot of tigers."

Silver Thai Network CEO Liao Bin of course understand the meaning of this metaphor. A year ago April 1, silver Thai nets only 3 people, but last October when the Silver Thai network officially online, there are already 431 employees. In a short period of six months, they not only recruited more than 400 people, but also formed a certain cohesion, completed the platform from scratch, "from technology, warehousing, logistics, customer service, to finance, commodity operations, marketing and so on, large and small 27 departments, these 27 departments one until now." Liao Bin said that the photography company, which took photos of the merchandise, invited more than 50, and in the end, we finished what seemed to be an unfinished task. Now, there are 768 employees in Yintai. If you follow the traditional way of thinking to lead, it is inevitable that a group of scattered sand.

Liao Bin know, because the development speed is too fast, this team of more than 700 people "still very dangerous, because it does not have too many core cohesion", this has "the problem child and the star staff", also has "the Taurus and the chicken ribs". What he has to do is to eliminate the "chicken ribs" and the "problem children" to "star" transformation, care about "Taurus", so, stimulate the staff's ambition, focus on cultivating high potential employees became their top priority, "the last weekend of each month, we will be for the middle and senior management to do closed training." ”

Because the enterprise internal training needs a longer time process, and the Electronic commerce field Another day a change, therefore, many enterprises will heavily seek the industry's "capable person". Sometimes, however, airborne talent is ignorant of traditional retailing, or he is very capable, but he cannot survive in your business environment.

Zhengmin's view is that it is not "capable not", but he had to play the ability of the work environment, the size of the business, the way the work has changed, and therefore need a process of adaptation. "First, give him six months to a year of adaptation time, his power will burst out sooner or later, so we lowered any people who invited to come in the expectation." Second, give the capable person enough time, this time you know he must make a mistake. ”

Zhengmin against that kind of quick success, come to the practice of laying eggs, but should let them dare to try the wrong, "you have to prepare some money waiting for this capable person to burn." ”

Roundtable Forum

Bowser CEO Dingdonghua: recruiting talent like organizing teams

The difficulty of the traditional retail enterprises to enter the electric trader is mainly the talent problem, but in terms of Bowser recruiting, I think it is similar to the organization team. Why do you say that? First, the enterprise must learn how to match the talented person, all staff like organizes the team to combine together, moreover, the enterprise also must learn to train the talented person. The electronic commerce is the revolutionary innovation, the traditional retail enterprise enters the electricity merchant to face the superiority lies in the supply chain question, mainly manifests for the user precision grasping, but for the electricity merchant, its difficulty manifests for the electricity quotient talented person to rise too outrageous. In addition, a good enterprise should have two key points: one is how far to set the goal, and the other is how to find a profit model, which is Gome (Weibo) is thinking of the problem.

Billion power zhengmin: electricity business talent loss stems from differences

There are two reasons for the brain drain of e-commerce company: One is the salary problem, the other is looking at the problem perspective. In addition, a mountain can not tolerate two tigers. Many internet companies in the country, the founder of the first to start the last to get separated, the founder to see the issue of different perspectives and have a great deal of disagreement, and, the entrepreneurial team from the major companies, and the major companies of different cultures and environment, will also have differences. In order to solve the above problems, first of all, we need to set up the standard, and then locate the company for one year. Third, the body in the start-up company, the soul in the foreign enterprises; four is to ignore the authority of the CEO, five is to give new people to explore and adapt to the time, allow

Xiahua, chairman of the text: Talent is attracted by the atmosphere

Nowadays, the lack of creative and innovative talents in the electric business enterprises is often unwilling to be restrained. In fact, all enterprises can not escape one thing, a group of people, a lifetime, for the enterprise, perhaps to do business is a business game, the game inside you are the founder, as the game's leader, so put the game is very easy, but the flip side and you play with the people is very difficult.

For a group of creative, talented people, the atmosphere management is very important, if there is a game to let him wholeheartedly, and in his way to play, then such a creative management atmosphere is very valuable. This form of training talent is what we are advocating today-do not bedfellows enterprises, it must be different bed with the dream, we work in various ways, in different beds do the same dream.

Therefore, for the high-end talent, not simply by digging, but really form an atmosphere, let him play the greatest creativity. And the boss's mentality is also very important, he must have a "floor" mentality, "floor" mentality allows him to have higher creativity, rather than "ceiling" mentality. If the boss can have a layman's mentality, so that everyone here have a greater energy to release, no scruple, this requires the heart of every entrepreneur to cultivate.