The humble penguin.

On May 23, 2014, the same journey ushered in two important guests, Tencent founder Scomputer and HR eldest brother Xidan, these two and 200-plus cadres with a one-day training, exchange, in exchange, we benefited a lot. Thank you very much!

Excerpt to learn notes and share them with your friends.

First, the choice is very important

1, choice is a very important thing, to the direction of the right and then adhere to the efforts;

2, to find the pain point, external to find the customer's pain point, internal to find the pain point to colleagues, find the key points and then timely solution. Standing in the customer's point of view to solve the problem, rather than blindly to look at our customers;

3, to maintain the change of heart, whether it is waiting for change or active change, to keep the crisis and sober, do not blindly immersed in the past achievements;

4, the most important thing is talent, people-oriented, and continuously to enhance the battle value of people;

5, choose people, can learn to grow people.

Second, the division of several time nodes of Tencent

1, the first occupy the geographical conditions and factors. The overall team is pragmatic and focused on doing things. The whole Tencent take the fine strategy, the mobile Internet is the real internet, the history result is easy to become the burden, the transformation is painful. How to avoid the common problems of large companies, strong products + strong technology, the pursuit of the ultimate;

2, the whole team for the user experience of the importance of. Always maintain a sense of crisis to keep pace with the development of the world, after the PC dividend, a momentary negligence of LAX also let Tencent paid a certain price;

3, the afternoon training and a little fun. The whole of Tencent is a group of like-minded people working together, just as they are now. Tencent always put talent training seat an important input;

4, personnel management of the most important piece: corporate culture. In the company more and more, the culture will be rooted in every management layer in the heart, and constantly to guide colleagues;

5, the entire Tencent transfer system, as far as possible to ensure that the entire team of talent delivery and training. It is also a good point to learn from the problem or the sparkle of the old employees through the new employees.

Third, adapt to change, people-oriented

1, understand the customer's real needs, seize the customer's pain point;

2, to maintain a sense of crisis, active change, do not let the past achievements become a burden;

3, embrace change, how to let the pressure into power, let oneself from qualified to excellent, to excellence.

4, not because of fame and order, hard-working people can finally succeed, often they do not care about the end will have a surprise

5, the company from small to large, people are the most important, pay attention to human training.

Important 3 points: 125, immediately in the work of the use of 1 points: 3.

Iv. from the development process of Tencent and the HR system

The morning is mainly the development of Tencent and organizational changes in the labor pains, more critical pain from the change as well as for the comfort zone, the inertia dividend to give up, strong products, strong technology, strong user experience, stay in the comfort zone, easy to miss the future, then leather their own lives!

The afternoon more fitting HR system to build related work, core key organizational structure optimization, Tencent and Ali's HR architecture is almost consistent, but also the number of companies in a HR model can draw on the point of recruitment system, performance system, training system, talent promotion channel, is now the project to operate, a certain period of refining to the company, The formation of the same process characteristics of the operating system.

Public training has not had a very good effect on training, especially the resource maximization of the public training system. At the same time fixed standard process system and HR working methods, nine Sudoku, radar map, timeline, talent echelon graphics, connection schedule, matrix management, a lot of tools, know, but the use of knowledge, including professional interviews, talent selection, recruitment effectiveness and other measures to assess the lack of evaluation, Today, the end of the training Wu also bring you summary and the current follow-up points, combined with the characteristics of the same process for reference and implementation.

Five, self experience small summary: The morning felt is the external customer first, the afternoon felt is the internal customer first

1, the history of easy to become a burden, nostalgia comfort zone, easy to miss the future, people's inertia is terrible, we must be good at discovering challenges, meet the challenges;

2, pay attention to the user pain point, to the user experience of the attention injected into everyone's mind, the user feedback mechanism flexible, many channels, internal attention is very high, quick feedback, improve fast;

3, the mobile era of higher self requirements, but also because customers have more free choice, so the product and experience requirements are more close to 100%;

4, the pursuit of the ultimate way of doing things, the external environment is consistent, opportunity and timing, different teams out of different results, the implementation of the team, into a stage of victory;

5, Tencent HR, the total feeling is must let the good person enters the team, lets the better person in the team obtains more, and in this process unceasingly and the team "big" to challenge;

6, pay attention to long-term staff, sustainable development, and can not use the slogan of culture, but also implanted hearts.

Six, 16 years to stick to, continue to do things

1, 16 years of adherence, continuous attention to user experience, people and people to reach the 20%-30% progress, although the modest, but is a real achievement;

2, the spirit of peace of mind, not in the past, ease of achievement, choose more hard direction;

3, Tencent internal attention to people, from the development direction of the structure, or mortgage and so on;

4, in the high-speed development of the internet age, the face of the rapid changes in form, is to choose their own revolution or other people's revolution, Tencent bravely took a step of their own revolution, not miss this era;

5, mobile Internet is the real direction, the number is not the key today, the key is talent;

The most important 3 points: 2, 4, 5, immediately executable point: 4.

Tencent's mobile internet attitude

1, mobile Internet is the real internet, mobile internet can create a hero, of course, if the user does not like will die quickly;

2, micro-letter growth, tolerance of loneliness, from the love of products, based on the development of the voice of the Times, 2-3-point nightclub-style day summary;

3, Tencent is not a big company;

4, we have to do is the connection, such as a user to rely on, is the lifestyle, service or tools! Not only save money;

5, Nostalgia comfort zone, easy to miss the future;

6, Tencent regards employees as the first wealth of the enterprise;

7, internal staff of two interviews, cadres two interviews. A sense of achievement in the new environment!

Viii. creating a way of life

1, Tony Wisdom has the connotation, evaluates our app to be very at the point, we may actually provide the cheap cheap product to attract the customer, lets our app become a way of life;

2, history is easy to become the past, the PC dividend, so that Tencent almost did not catch up with this app rampant era, for which they strive to run, do not linger in the past, and strive to run forward;

3, full contact with customers, customer demand first, solve the pain point first, but not to solve all the pain point is good, but there are 100 pain points, is not able to pick out 2 pain points to improve, which is also a kind of ability;

4, HR Shing, from 200 to 20,000 people, do not have a big business disease, so far regret recruit 10,000 people, efficiency first;

5, staff first, to give more care to employees, feel that our company is similar to them, gradually to the pace of the art company closer;

Nine, user-centric

1, understand the history of Tencent, always keep the mentality of entrepreneurship in crisis, time and again, but the Tencent company is always user-centric, very persistent in the dream of a team, such a large volume, still simple, or very powerful;

2, Tony on our client comments on the point of view, how to from outside the price of the user pain point to the customer additional value, or very worthy of our learning and thinking, how to optimize the content, increase the user's viscosity, we need to continue to upgrade.

3, the idea and direction is very important, the user proposal is very important, but how does not follow blindly chasing the development speed, want to know what to do than has been non-stop to do more important;

4, Tencent in the internal post promotion channel above the design, so that everyone has the goal and pursuit;

5, Tencent investment in the internal system above the cost of automation, the investment is also relatively large, the feeling should be very worthy of our study.

Ten, the right values are very important

1, has been able to walk in the forefront of the industry Tencent, why can time and time to seize the opportunity. Actively seek change, do not love the past, put aside the burden of historical results. Today's same process also in this node, and then entrepreneurship needs to zero mentality, we can do better;

2, continue to make good products, especially the mobile phone end products, only a word, focus on customer pain point, do not let the organization interest language preferred. Train ticket Customer pain point is what, holiday Rob ticket difficult, refund change sign queuing annoyance, solve the customer pain point really to customers to bring convenience is good products;

3, how to know the customer pain point, the simplest direct method, do not listen to what the customer said on the phone, but to see the customer in private spit out what, hate what;

4, employees are the company's most valuable wealth, you spend a lot of energy in training employees, employees will have how much energy to focus on customers. Optimize the operation of the front desk customers, but also to build backstage staff platform, only employees feel the growth, to create greater value;

5, Tencent's values are in fact the talent concept, recruit the most suitable people to do the same thing. Cone-shaped personnel structure, it takes a long time to hone;

6, Focus: Tencent connection between people and things have done only 20%, but also non-stop to study, the same way in the leisure travel on the road just started, need more lasting.

Xi. Striving for dreams and connecting people's culture

1, Tony's professional quality, low-key speech style, for the feelings of Tencent, entrepreneurial dedication to the quality of deeply touched me, not for the salary, just for the dream and efforts;

2, Tencent for the user's observation and sensitivity, attaches great importance to, and has a certain support;

3, through 16 years of time, still keep looking for the direction of confirmation, adhere to and firmly worth learning;

4, Tencent's humble, has become the internet giants, but they just think of themselves as a connecting company, connecting people;

5, HR system, from 200 to 2w growth, tightly grasp the core team to deliver corporate culture;

6, the company's attention to staff, talent is the most valuable wealth, the growth of personnel, recruitment to the requirements of personnel are the best choice, the Internet industry is not the number of people to fight.

Important 3 points: 135, the points that can be executed: 1

12, agile response, continuous game

1, Tony shares the road of Tencent, see the achievements of such a brilliant Tencent behind, but also faced with so many difficult, in the face of the internet trend is also facing the development of changes in the framework of adjustment, this is a talent challenge, cultural challenges, integration challenges, is the choice of their own life or be someone else's revolution, This selection process, when the mobile internet comes, Tencent's agile response is worth learning, mobile is the real internet, history is easy to become a burden, and then the cattle of the Internet companies in the face of mobile internet such a rapid development of the era, must firmly remove the previous results, to start looking for mobile end users focus , the sentence left in the comfort zone, easy to miss the future, the implication is profound.

2, in each transition process, the enterprise determination, comfort zone inertia and timing, continuous game, must be the pursuit of strong products + strong technology, the pursuit of the ultimate, to maintain the entrepreneurial spirit of small teams. And the reason why the micro-letter has now, inseparable from a step-by-step improvement and promotion, staff for the cause of love and focus is vital, the user pain point grasp, seize the opportunity not to give up, success is in sight.

Shandan share the human resources of Tencent Road, take us to understand the Tencent human resources system, tools, activities, welfare and so on, pony that sentence is very profound: Tencent regards employees as the enterprise's first wealth: for Tencent business and capital are not the most important, business can expand, the funds can be absorbed, can adjust, And talent really cannot be easily replaced, is our most precious wealth.

In human attention and investment is worth learning a lot, the culture of Tencent, Tencent all to the user value for the sake of our company's culture, customer first very similar, but they are still in continuous improvement, so successful enterprises, in the employee satisfaction is still in the pursuit of high efficiency, high evaluation, cherish talent, respect for employees, give them the ability to maximize , value play.

Some flattering employee benefits seem to have no pecuniary benefits, but very attentively, each step of the staff level planning also take into account what kind of people suitable for the level, a complete training system. Finally, I look forward to the opportunity to participate in Tencent's big Tencent college courses.

13, Fast embrace change

1, two people modest low-key style is worth learning, even if the price is too billion, but also maintain a humble and learning attitude, more respectable;

2, from the PC to the mobile end of the transition, the market sensitivity and grasp the opportunity to quickly embrace change, the determination of the goal of unswerving efforts to go on;

3, all to the user value as the basis, heavy customer experience, fast feedback mechanism;

4, see the results of the analysis of the reasons, management standards, business promotion ideas;

5, the talent training channel and the sound training system, the cultural construction team to the team cohesion contribution, the sound salary system, 360 appraisal and nine Sudoku, to the staff, the cadre comprehensive appraisal, comprehensive evaluation;

6, Tencent Rapid development period, the staff quickly expand the sequelae of coping, always put talent in the first place, maximize the value of employees;

7, HR team and business close integration.

14, his own life

How to create and inspire products, and constantly improve innovation, their own lives, this is also Tencent, including micro-letter so growth reasons. The most impressive words: "Stay in the comfort zone, easy to miss the future", always alert their products and competitors pressure. Do not imprison in a thinking of the limitations, the moment from the customer experience, optimize the product, and through constant persistence and change, improve the effectiveness of products and teams.

From the PC to the wireless transformation, must be fast, to complete, Tencent is also seized this point, in the wireless success. Five of the world's largest companies, the basic other four are new enterprises, more to illustrate the importance of wireless layout for us. For products do not want to imagine what the future is, not so accurate prophet, but must be sensitive to capture product information, seize the current product requirements of the blank, deep digging product experience and composition, will eventually be able to create a adapt to development and customer demand for products.

HR Management training experienced a 2W enterprise how to do a good job of staff motivation and corporate culture, the biggest feeling can not blindly expand, to the current staff to create the greatest value, but also to make the staff to contribute their greatest value, Tencent's corporate culture is very introverted, but can not conceal the integration of the whole culture, The cultural importance is through the middle-level cadre's guidance and the transmission, unceasingly strengthens the staff consciousness.

The formation of benign rotation and competition, to promote the effectiveness of the team, recruitment and training of equal importance, employing and incentive complementary, Tencent made a very good case, but also summed up the experience of the Detour, benefited!

The belief and the adherence

1, every company's growth will try a lot of difficulties, outsiders look very beautiful, in fact, only together through the experience of the people know that the hardships;

2, nostalgia past achievements, not only will not bring you a promotion, but will continue to imprison your creativity, and let you lose the sensitivity of the outside world, and finally be eliminated by the Times;

3, believe and stick to each employee is the most rare quality, not a group of such employees, the company will not succeed, the company's values and culture to be committed to building such a team;

4, the company's success will experience continuous pain, the coming and going is very normal, we should actively face;

5, focus on product focus on users, focus on innovation, the company can keep up with the pace of the Times, the era of mobile internet is not like the PC era, can give us a lot of time to respond and correct, sometimes you are outdated, and maintain the flexibility of the team is very important.

16, the goal is consistent, with the Times

1., stay in the comfort zone, easy to miss the future, always keep the times;

2, Instant embrace change, quick to make the strain (the speed of life);

3, choose and believe in our products, never give up stick to go on;

4, with the Times, and timely reform of the ego to adapt to the next strategic development;

5, the team needs the same goal, mutual help, faster growth;

6, mobile Internet is an alternative, is subversion!

The points that can be applied to work immediately are:

1 quickly embrace change and reform yourself

2 at all times to maintain entrepreneurial philosophy, and constantly break through and grow our app's problem: focused wireless is fast to wireless transfer, the organization is getting bigger, did not form a good closed loop, focus on more and more profit, rather than user pain point, this is the need for rapid improvement of our place.

Shandan Human resources training, learning Tencent's human resources system and development process, but also learned in the management of a lot of experience and lessons taught. The core of the enterprise's precious wealth is the team is the people, corporate culture is also critical, but also to learn the individual in the enterprise development channels and assessment of the way.

The training inspired me:

1, open mind, determines the team and the future of growth

2, HR and business close integration, clear the company strategy and to the business sector for help and guidance

3, all the user value as the basis

4, create the boss and staff intimacy

5, to find a dream, love the strength of learning.

17, when the most cattle companies are so humble, we have nothing to be particularly proud of

1. Don't say you are a big company at any time, don't think of yourself as a big company; the founder of Tencent said no to big companies: We are not big companies, we want to be a company that is constantly connected;--the modesty of the team and the sense of thirst and crisis;

2, Tony as one of the founders in Tencent for 16 years, the success of Tencent is not easy, not many people can see, no one, any team will be easy to succeed, Tencent 2004 after the listing of 10, Tencent still maintained a simple, simple, calm, low-key but internal and full of innovation, crisis , the spirit of constant self revolution, worthy of our deep thinking;

3, user's experience and user's demand, all takes the user value as the basis; not the slogan of the simple values, but the culture of the bone marrow, the standard of selecting people behind, the support of the customer course, the work habit of the product manager to the high level. User first, how can we go deep;

4, the key to the success of human resources is people. Business and capital are not the most important, business can expand, can be replaced, the funds can be absorbed, can be adjusted, and talent is the most cannot be easily replaced. Tencent believes that the mechanism of cultivating people, most of the core cadres and talents are self-training, believe that the team self-regulation and repair ability, adhere to the philosophy of personal employment, because of the dream of aggregation;

5, Management cadres: Talent + users; passion to learn and open; 360 Evaluation, leadership evaluation, score and performance identification, nine management; each year for the company's cadres to carry out an inventory; q-learning, online courses to learn, these points can immediately be applied to our management;

6, the Internet business determines that we can not all rigid, rules and regulations to consider more cautious, the key point is few and effective, with a strong corporate culture to tell you, for the Asian culture, multicultural, open culture of tolerance; as an internet company, leisure Travel company, how do we build our new cultural characteristics;

7, the larger the team the more easily out of control, how to find and cultivate the small CEO; these people with the spirit of innovation and responsibility and the culture of inheritance, is the company's expansion is not easy to dilute the culture, the core of rapid expansion;

8, Pony, founder of the company's strategy, business, development direction of judgment, thinking, Tencent for the creation of ecological chain, the deep thinking of mobile internet, late 2 years, but with the judgment of the speed of life and death, quickly grasp the opportunity; for the same journey, there is the opportunity to do the mobile Internet, whether we use life and death to make judgments;

9, when we think that we can, more leisurely time, the world again drastic changes; the past quarter equals at least 5 years; perhaps never calmly, but there is a chance to quickly execute and seize a certain opportunity;

10, the biggest feeling, even one of the internet giant companies are so humble, we have anything to be particularly proud of?