职 业 加 油 站 Career Development• <strong>GE</strong> 中 国 商 务 学 习 论 坛为 了 帮 助 <strong>GE</strong> 中 国 的 商 务 人 才 建 立 一 个 互 相 学 习 、分 享 的 “One <strong>GE</strong>” 平 台 , 在 <strong>GE</strong> CGO 领 导 层 的 大力 支 持 下 ,<strong>GE</strong> 中 国 商 务 学 习 论 坛 于 2011 年 3 月份 正 式 创 立 。 论 坛 活 动 每 月 举 办 一 次 , 宗 旨 是 帮助 <strong>GE</strong> 中 国 全 体 商 务 团 队 的 员 工 了 解 <strong>GE</strong> 中 国 的 最新 动 向 , 了 解 各 业 务 部 门 的 最 新 业 务 发 展 状 况 ,学 习 优 秀 的 想 法 和 经 验 , 探 寻 并 发 现 更 多 的 跨 业务 部 门 合 作 机 会 以 及 向 <strong>GE</strong> 外 部 的 行 业 专 家 学 习 。Helping Local Employees Grow;Establishing an EfficientCommercial Team— Review of <strong>GE</strong> Commercial HRDepartment Activities 2011在 过 去 的 一 年 里 , 已 有 十 多 位 业 务 部 门 的 领 导 人 陆 续 来 到 论 坛 进 行 了 深 入 的 分 享 与 交 流 , 获 得 了 <strong>GE</strong> 中 国 各 业 务 部 门同 事 的 广 泛 支 持 与 好 评 。2012 年 2 月 ,<strong>GE</strong> 大 中 华 区 总 裁 兼 首 席 执 行 官 夏 智 诚 为 我 们 开 启 了 今 年 商 务 学 习 论 坛 的 序 幕 。我 们 将 邀 请 更 多 的 <strong>GE</strong> 业 务 部 门 领 导 人 和 来 自 外 部 的 行 业 专 家 来 到 论 坛 和 大 家 进 行 更 多 的 分 享 、 互 动 与 交 流 。• ECLP 变 革 项 目“ 市 场 营 销 高 层 管 理 培 训 项 目 ”(Experienced Commercial Leadership Program , 简 称 ECLP) 主 要 目 的 是 为 <strong>GE</strong> 加 速培 养 拥 有 市 场 营 销 专 业 知 识 和 销 售 技 能 , 同 时 具 备 卓 越 领 导 力 的 优 秀 人 才 , 以 促 进 <strong>GE</strong> 商 务 团 队 的 发 展 , 帮 助 <strong>GE</strong> 建立 一 个 更 加 强 大 的 商 务 领 导 力 队 伍 。 为 了 进 一 步 提 升 项 目 的 品 牌 和 品 质 , 加 快 新 兴 市 场 的 人 才 培 养 ,2010 年 底 我 们推 出 了 命 名 为 ECLP Rethink 的 改 革 , 在 学 员 招 募 、 培 养 以 及 留 用 等 方 面 引 入 了 一 系 列 的 新 内 容 , 使 该 项 目 焕 发 出 新 的活 力 和 吸 引 力 。在 2011 年 , 我 们 的 工 作 重 心 主 要 围 绕 着 强 化 ECLP 项 目 的 管 理 开 展 , 围 绕 着 “ 立 足 业 务 , 服 务 业 务 ” 的 宗 旨 , 重 点关 注 如 何 让 项 目 轮 岗 的 岗 位 设 计 与 中 国 最 重 要 的 商 务 项 目 紧 密 相 连 , 以 及 建 立 全 球 MBA 学 校 实 习 生 计 划 以 吸 引 更 多人 才 的 加 入 。 同 时 由 总 部 的 市 场 总 监 兼 任 ECLP 领 导 力 项 目 的 项 目 经 理 , 强 化 培 养 ECLP 的 商 务 技 能 及 项 目 管 理 。2012 年 , 我 们 的 工 作 重 心 将 继 续 围 绕 招 募 一 流 国 际 化 商 务 人 才 的 目 标 , 在 培 养 、 发 展 和 保 留 人 才 上 , 继 续 不 懈 的 努 力 。同 时 我 们 还 将 持 续 关 注 ECLP 项 目 学 员 的 毕 业 环 节 , 为 他 们 提 供 更 多 的 职 业 指 导 ; 对 于 ECLP 毕 业 生 , 我 们 还 将 继 续 安排 定 期 的 再 学 习 、 再 分 享 、 再 聚 首 活 动 , 在 更 大 程 度 上 对 他 们 的 职 业 发 展 、 领 导 力 提 高 、 商 务 技 能 等 各 个 方 面 进 行 强 化 。增 长 、 执 行 、 投 入 这 三 个 主 题 的 制 定 , 是 <strong>GE</strong> 商 务 人 力 资 源 部 以 商 务 人 员 的 实 际 需 求 为 出 发 点 而 制 定 的 。 我 们 在 2011 年所 推 出 的 新 项 目 也 在 地 区 人 才 培 养 和 ECLP 学 员 投 入 等 方 面 做 了 大 量 工 作 , 很 好 地 贯 彻 了 <strong>GE</strong> 珍 视 人 才 、 重 视 员 工 的 企 业文 化 原 则 。 随 着 商 务 部 门 的 业 务 不 断 扩 展 ,<strong>GE</strong> 商 务 人 力 资 源 部 门 也 将 在 2012 年 推 出 更 多 与 时 俱 进 的 项 目 和 活 动 , 进 一步 加 强 与 各 个 业 务 集 团 人 力 资 源 部 门 间 的 联 系 , 努 力 建 设 一 支 更 具 凝 聚 力 的 商 务 团 队 , 带 领 公 司 披 荆 斩 棘 , 勇 往 直 前 。Against the backdrop of globaliz<strong>at</strong>ion, the market places higher requirements and strains on sales staff. Toprepare its employees, <strong>GE</strong> established the HR Commercial Department to nurture more salespeople andbusiness leaders for the company by holding specially designed training sessions. Compared to a traditionalHR Department, this new department has more innov<strong>at</strong>ive functions and responsibilities. To learn more aboutthe new department, we spoke to Shirley Wu, <strong>GE</strong> China Commercial HR Director to share her insights on thethemes and activities of the HR Commercial Department since its inception in 2010.2011 New ThemesIn 2010, we adopted the themes of build and change: “build” Some activities were held to help the China Growth and Oper<strong>at</strong>ionsrefers to identifying the functions for the HR Commercialteam cultiv<strong>at</strong>e professional abilities and optimize its structuresDepartment, setting goals for the new team, holding activities while forums like the first session C were designed to help thein more areas, and building an excellent sales team; “change” company develop a better understanding of its sales team. A seriesmeans the new department will help the <strong>GE</strong> commercial teams of marketing courses were also launched to enhance each salesimprove its business performances and teach them new sales person’s professional skills; the Sales Career P<strong>at</strong>h helps salespeopletechniques. Based on the themes from the past year, three new develop a firmer grasp of their career goals. Meanwhile, we placethemes were developed - grow, execution, and devotion - in 2011 special emphasis on salespeople in second- and third-tier cities,to help commercial departments in second- and third-tier cities providing them with more activities such as regional commercialto recruit gre<strong>at</strong> sales teams, which would lead the overall <strong>GE</strong> counseling to share expertise and ideas with them.commercial team to develop business practices effectively.• Putting Plans into Practice and Achieving Goals• Curriculums Th<strong>at</strong> Train Local Employees“Execution” not only refers to putting 2011 goals into action,When we talk about the theme “grow” we’re talking aboutbut also the necessity to push ongoing programs forward.helping organiz<strong>at</strong>ions and employees grow stronger and faster. For example, the ECLP Rethink is another step forward for the33 LIFE <strong>at</strong> <strong>GE</strong>LIFE <strong>at</strong> <strong>GE</strong> 34
职 业 加 油 站 Career DevelopmentECLP. We also try to implement policies by launching variouscommercial curriculums to enhance the professional abilities ofcommercial employees.• Strengthening Loyalty and Building an EfficientHR Team“Devotion” means building a united team for local commercialdepartments, and cre<strong>at</strong>ing company loyalty and s<strong>at</strong>isfactionbetween employees and the company. We have also launched a• Sales Career P<strong>at</strong>hThe Sales Career P<strong>at</strong>h aims to help managers lead employees indeveloping their career p<strong>at</strong>hs to help them reach their full potential.The Sales Career P<strong>at</strong>h emphasizes four things:• Employees should take the reins of their own careerdevelopment, initi<strong>at</strong>ing their inspir<strong>at</strong>ions when it comes to <strong>work</strong>.• Different career p<strong>at</strong>hs lead to success. For example, both being aleader of a sales team and a sales star are success.• Improving professional abilities and leadership skills are thekeys to success, which are even more important than careeradvancement.number of meaningful activities, such as conducting interviewswith some of our top employees and learning wh<strong>at</strong> they thinkcan be improved <strong>at</strong> <strong>GE</strong>. We then sent feedback to the applicabledepartments for future decisions on personnel management.Apart from having an excellent commercial team, it is importantto build an outstanding commercial HR team. To do this weestablished a Commercial HR Council in 2011, bringing HRmanagers from different areas and departments together everythree months to share their experiences and other best-practices.New Programs in 2011 from the <strong>GE</strong> Commercial HR Department• Being a professional. Employees should learn more aboutproduction knowledge and accumul<strong>at</strong>e practical management skills.We implemented some activities to display these four tips moreeffectively. First, we launched several specific curriculums formanagers to teach them the tools of various career p<strong>at</strong>hs so theyin turn can relay this inform<strong>at</strong>ion to their employees. Second, weinterviewed sale leaders and talents to share their career storieswith other salespeople. In 2012, we will facilit<strong>at</strong>e communic<strong>at</strong>ionsamong employees by holding Group Career Coaching. Weencourage employees to particip<strong>at</strong>e in this program.• Talent Development EffortsAs <strong>GE</strong>’s business develops in second- and third-tier cities,salespeople will be required to be more professional and capablein answering the call for <strong>work</strong>ing in the modern world. As humanresources become scarce, it’s increasingly difficult for commercialleaders from the business units to expand their businesses. Butfrom a local sales staff’s perspectives, the company shouldprovide more training and opportunities. To balance resources,we set up a project specifically aimed <strong>at</strong> offering a series oftraining courses for leaders in second- and third-tier cities. Tomake sure the training sessions c<strong>at</strong>er to leaders’ needs, weconducted interviews with local leaders and top employees tolearn about their actual needs in improving the sales department.After preparing for ten months, the project was approved in Apriland launched in May 2011. The whole training mechanism wasdivided into three stages: the first stage promoted knowledge ofthe company culture and professionalism among the entire localsales staff; then we set up four <strong>work</strong>shops to discuss and analyzethe problems facing business development, including topics onhow to seize sales opportunities and formul<strong>at</strong>e new businessstr<strong>at</strong>egies; and during the third and final stage we invited localsales leaders to hold regular seminars on the difficulties they faceand the support required to overcome challenges in the <strong>work</strong>place.This will allow them to learn the business trends of other units.Employees in second- and third-tier cities have welcomed the Gre<strong>at</strong>er China, <strong>at</strong>tended the opening ceremony for the 2012project since its launch. Diao Ming, the leader of <strong>GE</strong>IP Southwest commercial learning forum and we plan to invite more <strong>GE</strong> leadersregion, noticed th<strong>at</strong> the project improved the overall quality of and industry experts to the forum this year.the local employees and leaders, allowing the employees to feellike they were part of the <strong>GE</strong> family; the regular seminars also • ECLP Rethinkstrengthened the rel<strong>at</strong>ionships between each team, allowingThe Experienced Commercial Leadership Program (ECLP) aims tothem to develop business practices more effectively. Fan Lei,train sales staff with better marketing knowledge and leadershipSales Manager of the <strong>GE</strong> Healthcare Northwest region, saidabilities, developing a stronger <strong>GE</strong> commercial team and a topnotchleadership team. To enhance ECLP’s overall quality andhe has benefited from the seminars. From discussions amongdifferent business leaders and on various <strong>work</strong>ing procedures, hefoster more commercial talents, we launched ECLP Rethink <strong>at</strong> thehas been able to learn about the trends of other units and formend of 2010 to add new, upd<strong>at</strong>ed content to ECLP.helpful net<strong>work</strong>s with those units.In 2011, we focused on ECLP management and tried to• <strong>GE</strong> China Commercial Learning Forumoptimize job rot<strong>at</strong>ions and position arrangement systems toIn order to help <strong>GE</strong> China’s commercial talents improve their streamline certain business practices in China. At the same time,methods and share best-practices, <strong>GE</strong> launched a commercial we launched a global MBA internship program to <strong>at</strong>tract andlearning forum in March 2011. The monthly forum aims to help cultiv<strong>at</strong>e a broader talent pool. We also wanted to strengthenentire commercial teams become familiar with the l<strong>at</strong>est trends the project management of ECLP, so we appointed a Marketingand actions <strong>at</strong> <strong>GE</strong> China and the most up-to-d<strong>at</strong>e business Director as the manager for the ECLP leadership project.development processes. It also allows them to explore moreopportunities to cooper<strong>at</strong>e with other units, and hear opinions Our goal for 2012 is to recruit more intern<strong>at</strong>ional commercialfrom outside experts.talents, and continue to develop and retain employees. Atthe same time, we want to continue focusing on gradu<strong>at</strong>esIn the past year, we have invited more than ten leaders tofrom ECLP, offering them professional guidance and arrangingshare their career stories and experiences with our employees. reunion activities to strengthen their professional development,In February 2012, Mark Hutchinson, President and CEO of <strong>GE</strong> leadership and business skills.Through these themes – the <strong>GE</strong> Commercial HR Department will continue to be able to make decisions based on the actualneeds of employees. The new 2011 programs contributed to fostering regional talents and ECLP students while embodyingthe <strong>GE</strong> spirit of valuing talent and respecting employees. The <strong>GE</strong> Commercial HR Department will launch more programs andactivities to strengthen the rel<strong>at</strong>ionships between different <strong>GE</strong> HR Departments while striving to build a united team to propel<strong>GE</strong> into another successful year.35 LIFE <strong>at</strong> <strong>GE</strong>LIFE <strong>at</strong> <strong>GE</strong> 36