Indeed, when an enterprise develops to a certain stage, in order to achieve sustainable development in the fiercely competitive market, the enterprise must have a correct strategy, good organizational management capabilities, and a talent team full of professional ethics, and talents are undoubtedly the development of the entire company. The basics.

Only by selecting good talents and training, through the division of labor and cooperation of excellent teams and the implementation of effective market strategies, can enterprises develop healthily. As a leading network equipment supplier in China, Sangfor's human resources training mainly targets three categories: R&D personnel, customer service personnel and marketing personnel. In 2008, the company formally cooperated with the world-renowned human resources company Heyi to formulate a scientific talent quality model. By clarifying the requirements and standards of the company's strategy for talent capabilities, Sangfor selects and cultivates talents who can promote the company's strategic development in talent recruitment. Sangfor generally implements a three-stage training plan for incoming employees:

career planning

      For new employees, the company will carry out different skills and cultural training according to the characteristics of the position. The human resources department has introduced standardized systems and procedures, organized a professional lecturer team, developed targeted courses, and provided new employees with basic knowledge, product knowledge, professionalization, corporate culture and other aspects of training.

　　After having basic job skills and career direction, the company will preliminarily plan a personal career development plan based on the individual's aspirations and ability trends at work. For R&D personnel, Sangfor provides a dual-channel development path for technical experts and technical executives. Technical experts mainly focus on technology development and innovation to solve technical problems; technical executives are good at grasping project direction and product planning, and lead the team to complete development tasks; for the same reason, for customer service personnel and market personnel, Sangfor also provides two types of business direction and management direction. Talent training direction.

　　The business work is divided into three points: core quality, professional position quality, and leadership quality, and different training methods are applied to suitable people. For example, through the mentoring system, the same type of talents can be trained and improved rapidly. For talents who mainly attack the technical route, the company continuously strengthens the job ability and achievement pride of technical talents through systematic technical training, actual project experience accumulation, and learning among technical experts; for talents who take the technical management route, After accumulating considerable technical ability, the company will train him to lead the R&D team, lead the project operation, communicate with customers and market colleagues, etc., accumulate his ability to control projects and products, and continuously improve his leadership.

       The above career development plans are not static. Through the closed-loop process of talent selection, training, appointment, use, and education improvement, companies and individuals constantly adjust their career development directions, allowing companies and individuals to choose the best development path.