How to treat the profession of' management trainee'?

Guan Peisheng is more like a prince who was sealed prematurely.

Although it was justified before he ascended the throne.

But because the dazzling aura is more difficult to cultivate than other princes, they will eagerly watch other free men full-fledged.

Management trainee, a career that sounds imaginative, has attracted countless outstanding graduates to join us. As the starting point of their career planning, it can be said that it is no exaggeration to squeeze a wooden bridge with thousands of troops.

But in fact, what is a real management trainee?

I believe that many students with good academic performance will get many positions called "trainees". Many students are confused about this position, especially except those well-known Guan Peisheng projects (such as those of many fast-moving enterprises and some industrial enterprises). Not many people really know what tube culture grows like.

When choosing an Offer, the salary of course depends on it, but more people believe that it is more curious about Guan Peisheng's way out.

I didn't enter the fast-moving enterprise. I only know that Guan Peisheng, a fast-moving enterprise, described it as "national publicity and single-digit employment." Entering requires not only strength, but also luck. "

Many people know that Guan Peisheng's salary is good, but many well-known fast-moving enterprises have set up top universities in China. In fact, the final number of recruits was around 10, but they spent a lot of money. In fact, the purpose is to establish the image of "I am a cow and it is right to come here" through these few positions.

So now on campus, students are in groups of three and five, going wave after wave to participate in the recruitment of the "Guan Peisheng" project.

In fact, in the case of management training, management training and comprehensive recruitment, I often find that such enterprises are polarized.

In other words, the top is often the top school, but the bottom is very low-end, such as fast-moving industries, such as hotels.

Low-end employees spend thousands of dollars, and high-end employees have high salaries and high benefits.

Then it is basically impossible for such enterprises to promote people from the bottom.

Only through Guan Peisheng's project can qualified future management talents be delivered (except digging the corner of other companies in the future).

Therefore, there are some top enterprises that still have no management training programs.

Because many times, the average quality of these recruited people is very high, and it is only necessary to promote talents from these people. There is no need for such a project, unless it is in a period of rapid growth or some remote cities have development needs, that is another matter. Of course, the management training brought by this project is basically rooted in second-and third-tier cities.

Trainee project, in addition to management training, there are many names such as sales trainee and technical trainee.

Of course, what these students do in the project actually depends on the position.

Sales is sales, and technology is mostly the rise of factory recruitment.

The main reason is that the elimination rate of sales is very high. In fact, the sales manager has high requirements on personal quality, and it is a bit impracticable to improve performance in daily work, so the management needs trainee projects as a supplement.

In fact, many technical positions are common to professional requirements. An engineering student can do technology, logistics and quality, and many people are suitable for what positions. It's hard to know at the beginning of the interview (the rate of effectively screening talents in the interview is only 65%-70% in the most advanced evaluation center, and many interviews will be less than 20% effective because of the interviewer's inexperience, which will cause a lot of trouble in the future).

When it comes to the treatment of the internship program, basically foreign banks >: FMCG/pharmaceutical industry > other industries, of course, state-owned enterprises.

Anyone who has been in the banking industry for more than 15 100 months has heard of it. Of course, such people are basically taken away by students with graduate degrees (but they are definitely graduate students from good schools and some returnees).

There are also fast-moving tube students with an annual salary of over 654.38+ 10,000.

Therefore, it is undeniable that many students choose these projects for this "income".

In fact, what I want to say here is that although the treatment is very important, how long the management training program has been carried out and how well the enterprise accepts it is actually the main factor that determines whether the students who apply for the job can finally go from trainee to supervisor to manager smoothly.

Treatment, that is actually a problem to be considered later in this kind of project.

There is no other reason, because many internship programs will eventually lose their flavor, and failure will even become the so-called gimmick in campus recruitment.

First of all, the internship program is actually equivalent to the initial stage of the leadership project in the enterprise, but compared with the leadership project, it mainly determines that you are a "high potential talent" through interviews and other processes, rather than through daily observation and feedback.

Then the reliability and validity are easily questioned by insiders and even executives.

The so-called high-potential talents are actually accelerated in another environment by relying on your own existing skills, knowledge, emotional intelligence and your own learning agility (that is, a learning mentality full of curiosity about the world around you).

In an enterprise, people are generally divided into people with good performance, people with normal performance and people with poor performance. The proportion of the last one is generally less than 5%, while that of the first one is less than 20%, but even among these 20% people, research actually shows that only 29% are high-potential talents.

If a sales can achieve the goal of 200%, it is a good sales, but the sales ability of the sales manager is second, and the main ability is to cultivate the team, so that the team can work together with Qi Xin to achieve the overall sales performance.

Therefore, a high-performance employee is not necessarily a high-potential talent.

After all, I started with sales ability. Not everyone can succeed, if I give up my strength in sales ability and specialize in management ability.

So as I said before, this is why some enterprises may bring difficulties to their development through high-performance promotion.

Leadership programs and many trainee programs are also good, which is a burning job in the personnel department.

The cost of each training, the man-hours occupied, the man-hours occupied by matching tutors for themselves, the time cost of HR and supervisor follow-up, and the investment of various resources are really terrible.

In the training budget, the calculation unit of the leadership project is $100,000. It is not uncommon for a company with a certain scale to have a decent leadership training program with a budget of millions a year.

Think about it, just the travel expenses and hotel expenses for leadership training. If it is calculated by 100 people and the travel expenses are calculated by 3000 (round-trip air ticket+hotel accommodation), how much will it cost? Usually this kind of project will fly several times a year.

Plus hotel rental fee+drinks fee and tutor's external fee.

RMB 654.38+00000, which is only enough to rent the venue+drinks.

Counting the time cost of other follow-up personnel mentioned before, the middle-level managers of foreign companies will be paid 30,000 yuan a month, and their one-hour coach may have to go to 200 yuan one day, so how many hours will the coach spend when a project is completed?

Therefore, I know that top students must exaggerate when screening people for management training programs, especially serious management training programs, otherwise the students' wages will be less, and this investment will be greatly lost.

Therefore, many executives who have no foresight or their own grassroots origins are very resistant to this kind of project.

Then I entered because of this project, but looking back, I found that after 1 year, it was not what I thought at all. How depressing that would be.

There are many such cases. At one time, the failure rate of domestic management training projects exceeded 50%. Many excellent enterprises worked as Guan Peisheng in China in the 1990s and early 2000, but in recent years, they quietly quit, partly because they married other girls (which is good for the participants at least), and quite a few were killed because of changes in the top management, which eventually led to the abortion of the project.

Of course, some industries have formed industry norms for the management of trainee programs, such as banking, medicine, FMCG and so on.

Then, before accepting the quotation, please ask how many years this project is now and how it is progressing, in addition to the figures on the quotation.

In practice, I even heard that people who don't know what they are doing are openly recruiting managers in campus recruitment (after all, there is a big gap between recruitment and entry, and some relatively new or explosive growth enterprises have indeed done this kind of thing.

Of course, if the enterprise obviously can't reach the level of carrying out management training programs, then if it still recruits people in the name of management training programs, it will be in the heart.

That's either a gimmick or a better way to put it.

A well-known shipping company had a pipe training program in China some years ago. Very good, very good, all the students are recruited from above, and then there is an opportunity to rotate around the world, which I am longing for.

But his family no longer does in vitro culture.

Why? Because although the students were excellent, they all jumped to other companies, and these companies spent a lot of money on Shui Piao.

Such enterprises are by no means rare.

There are still many enterprises that are still under the principle of profit-seeking, and their ideas about management training will be different because of different top management.

Second, many internship programs are actually a simple job rotation, which actually deviates from the original intention of many outstanding students to apply for jobs and get promoted by helicopter.

I believe that many excellent students hope to realize their life dreams of 1 year as a supervisor, 2 years as a manager and 5 years as a director by virtue of the trainee plan.

It's time to throw cold water on everyone again

This is basically impossible. After all, no matter how excellent you are, you only know your expertise in different positions after going through the internship program, which will help you have a clearer career direction and give the company's top management a chance to understand your performance through the internship program, that's all.

It is really necessary to train students, even those Guan Peisheng of the most famous companies, who will be managers after two years of projects. Some banks and other enterprises do, but those jobs are basically available in second, third and fourth tier cities.

Recently, an intern applied for an interview with a foreign bank. In the interview, she directly said that we would land after the management training program. Then, she heard that she would not stay in Shanghai, but the little girl in Shanghai refused directly.

Therefore, because of the shortage of talents in second-and third-tier cities, Guan Peisheng did transport some talents at a relatively fast speed.

Good companies rarely appear in areas like Shanghai and Beijing where talents are hot.

Other trainee programs, such as the so-called technical trainees in many manufacturing enterprises, actually make you a qualified engineer through the life of a trainee (so recruiters in these companies don't have to look at both the first line and the second line).

Although generation Y college students are generally eager for success, after all, there are so many seniors in society whose experience often brings more value than their ability.

As mentioned by the sales post before, Know-how (know how to do it through experience).

Of course, rotation is still beneficial. After all, the place where one's energy can give full play to the greatest light is still a good opportunity through rotation.

You know, if you have a position in a company, sometimes even if you are recruiting, you have to transfer to C & ampb, which is a very difficult process.

One company in the industry is the global number 1. One year, because more than 50% people in the personnel department jumped ship (the basic English of HR here is very good, the HR system is as complete as a textbook, and the process is smooth, so it is generally normal to go out, and I have heard of the 200% growth), the face of the HR boss hangs up, but I looked at the data of employee research.

So I made a 1 year management training project for those college students who just came in.

1 year, these newly graduated students rotate in four HR departments with different functions. I remember a girl who was actually quite capable. She worked in HR BP for the first three months. The second position is our recruitment department, the third is the employee service department, and the fourth is the personnel and legal department. Later, after dinner, I told her about her job rotation experience and she described it to me.

The position of HR BP, as I said before, basically has to be an old hand in the industry to do well.

Then she did the same work earnestly from beginning to end, organized a BP regional meeting and hosted a big boss.

In the personnel department, almost three months is only enough for her to understand the recruitment process, plus make some reports for herself and recruit interns. ES department is more fun, that is, it follows ADP (a well-known foreign-funded enterprise engaged in salary outsourcing) all day, staring at them, figuring out what is the difference with the data we calculated, and answering strange questions about salary raised by online employees.

As for the legal post, she did nothing, but held meetings all day, but didn't take part in any practical opportunities (that is, either making company rules or going to court to go to court, what can a fresh graduate do).

In this way, she still didn't know what she was good at.

I believe that the trainee program level of many well-known enterprises is not much different from mine.

Of course, the final result of that project is that with the expiration of the HR big boss task, he will return to his home country and have an automatic abortion.

Those HR freshmen who ended their rotation stayed in the last rotation department.

Third, it is also possible that trainees will lose their jobs at the end of the project.

As I said before, there are many companies with hot heads. I came out when I thought I had management training in this industry or wanted to go to other big cattle companies for management training.

The future of this kind of tube students is uncertain.

Because management training is not a recruitment matter, but all resources must be in place in the later period to carry out well. Another situation may be related to the unique number of people in foreign companies.

Large foreign companies have different definitions of the person in charge, generally one person and one post, but the trainee program is very special, and this person in charge changes frequently within the enterprise.

In some cases, the HR department will manage these responsible persons as sponsors, but the trainee program will land one day, so it will be a headache if there is no responsible person in the department to let these people go.

Of course, HR will actively arrange those trainees until the last minute, but in the financial crisis of 2009, there were indeed some foreign companies, and finally the training produced the first batch of people who went home.

I don't want anyone to come in because those receiving departments are laying off people.

In short, the internship program mostly completes its mission through rotation (learning by doing), helping (learning from predecessors) and a small amount of classroom teaching.

Of course, in an enterprise, according to many research theories, the growth of an employee is also 70% doing middle school and 20% helping+10% training.

To be an excellent training graduate, besides choosing a suitable enterprise, you should always keep a learning heart, which is the premise of boosting your ability in this project.