Thursday, October 14, 2010

Career planning for employees



And corporate executives, human resources management and even contact with, they often can not understand why career planning for employees, in their view, the staff career planning, staff should be something personal and business related. This is actually caught in a misunderstanding, no clear understanding of the nature of career planning - planning for the career objectives of staff to help employees achieve personal goals in addition to, the more important is to make employees personal development goals and the development of enterprises play line in line to meet the employment needs of enterprises at different stages, employees and enterprises to achieve win-win situation, fully embodies the Confucian "For ourselves and others have, he seeks Dada" and thought, ... ...

First, the reason for staff career planning

Career (Career) is an employee in the enterprise responsible for the continuous development of jobs and work direction and line of duty. Its essence is the basis of enterprise value of the realization of personal value employees. Career planning, from the concept put forward, there is two points or the main, the idea is to define the business interests of enterprises as the main benefit for the employees to define the concept of career planning. There is also a principal of Career Planning, is the individual employees, as independent individuals, how to recognize their own strengths, weaknesses, continued to strengthen and improve themselves, Bawo right outside the numerous opportunities and challenges, through several phases, and milestone goals to achieve the ultimate goal of achieving personal process of the ultimate professional, to bring some business and social value, only as a byproduct of the process or peripheral target.

In fact, as managers must have the ability to set goals, stem of a particular work may be many benefits to be achieved, or are conducive to the initiation of the main goals is the main goal, to achieve this objective, and results and the results could bring around the other goal is to target! The goal of all the main responsibility should be 90% of the resources and experience of the main objectives for! Here to emphasize this point, let us see, is also a "career management", different starting points, but the process and lead to different results.

Enterprises should, even said to be active for staff career planning, to do so, at least the following two areas will bring benefits: will help the company attract and retain talent, low cost to meet the different stages of development employment needs, and staff to establish common goals to improve employee satisfaction!

First of all, to attract and retain talent

The ultimate goal of human resources is to attract and retain talented people, current workplace, employees in addition to remuneration, welfare, the more emphasis is the development of space, in order to achieve personal values, can give employees more room for development of enterprises, staff is willing to enter, willing to stay in business. The staff were a result of career planning is the formation of in-house performance-driven mechanism, through the career development of channel and enterprise integration, who will be the best change to a higher level, multi-direction rapidly.

Second, the cost to meet the employment needs of different stages of development

Clear business objectives, for what period and what kind of talent will have a plan. Such as the current size of a 50-person software company to achieve revenues in the second year of double, which requires more project team and project management - project managers, the demand growth from the current 5 to 8 , while the future needs of the three best sources of project managers, in fact, is now engaged in the development, testing, software engineer jobs. If there is no such medium-term business, a gap in human resources when an emergency through an external recruitment channels, the first will consume a large number of direct and indirect costs of recruitment, while good results can not be expected!

Third, the common goal of the staff, improve employee satisfaction

Similarly, the software company to the above example, the enterprise is to develop and increase revenue, the need for more project team, more project managers. Staff level, a project manager from the normal programmer would help to improve their pay and benefits, more importantly, a different kind of work experience, and challenges from all sides, to improve their comprehensive ability, has a very important role! Allowing employees to enter into another level of career development, to establish the basis for a higher level goal! Achieved through the process of career planning, business objectives are achieved, taking into account the interests of the individual! Truly a win-win situation, contribute to the improvement of employee satisfaction!

First, how to staff career planning

Said earlier, for staff career planning, should the interests of enterprises as the starting point, taking into account the interests of employees. "Crossroads" professional development model is a United States used to determine the professional development of management tools for employees, according to staff performance and capacity of the current position to decide the future direction and ways of promotion to promotion. For enterprise employees to provide a career planning ideas and methods.

"Crossroads" model of professional development

"Crossroads" model of professional development needs of businesses and employees first in-depth SWOT analysis of both sides to understand the employee's strengths, weaknesses, and threats facing the program! Then, the company set up for employees under a "crossroads" of the performance goals, and this process needs the staff, the staff where the departments, business departments, and human resources departments jointly set! Lastly, if employees meet performance goals, the first to honor its promise to upgrade downshift for the staff, and staff to make the next step in career planning!

As the process is going to take a large number of direct and indirect costs, so the premise of the implementation of this work is the performance of the current employees have a location, choose good, with good development potential of employees as the target! Meanwhile, the overall career management staff also need a method that is the company's career management "Nine grid map" method.

Career development company "Nine grid map"

Career development company "Nine grid map" Performance assessment results based on the company to employee performance compliance, as well as personal development potential of dimension, for each employee in the "nine grid map" to find their place.

If the company has established a relatively sound performance management system, employee performance will be more easily identifiable. However, the potential for staff to conduct serious analysis Zexu briefly, in particular the need for staff to reach performance goals concern process, which requires employee's department and the departments concerned to pay close attention to business, in particular, especially in the face of new employees .







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Sunday, October 10, 2010

Shi Jian: create their own aviation nerve



Dare, Shi Jian, not too much experience to draw the case, Air China Zhejiang branch into the information. More valuable is that, faced with the complex needs of aviation information in order to enhance the overall level of flight operations to ensure timely information delivery flight operation, smooth and Shi Jian did not blindly copy, but the successful development of a set of self-organized flight operation control system. The effective operation of command and control systems, effectively ensure the improvement of the level of flight operation, and thus greatly enhance the ability of the Company's operations.

Air China Zhejiang Branch health facilities

A blank sheet of any of its graffiti

Shi Jian graduated from the General Administration of Civil Aviation of China University of Information and Computer Science. Four years of studies in the field of aviation not only made him have a basic understanding of business, professional knowledge, learning more now that he is responsible for the Air China Zhejiang branch of information technology work even more powerful.

Shi Jian told reporters, graduated from in July 2004 out of the ivory tower, he joined Air China Zhejiang Branch. "Time flies, four years of my experience and knowledge aviation information also will increase." He said with emotion: "I am down to earth to go step by step the position today. New employees go through the duty positions experienced, is the day on simple computer failure, stationed at the unit, call to maintain 24-hour flow. After a year of basic training, I am more familiar with the aviation business processes for future systems development laid a solid base. "

Since this experience, the experience of growth, Shi Jian was assigned to the Air China Zhejiang Branch is responsible for application development project team, responsible for information system project development. Since joining the company in 2004, since the work of information technology, Shi Jian won the leadership of the trust, let go and let him in the Air China Zhejiang Branch Information This white paper outlined a blueprint. "At first when the time came out in 2004, although the company has set up an information center, information technology, but the work is still in 'a white state'. Although that piece of paper can draw the best picture of the most beautiful, but definitely not a good picture of graffiti to and must have a clear blueprint in mind, it can slowly drawn. "the most concise explanation of the philosophy of health facilities can also be felt on Air China Zhejiang Branch of the depth of information.

Shi Jian's blueprint to improve the flight operation control means and ability to develop operation and management to adapt to flight control system of the computer running. He said: "Whether the introduction of the software, or self-developed software, must follow the demand to go to meet the current and predictable future needs for the cause. Project leadership team made a detailed feasibility analysis, the decision develop their own set of important flight control system. "

Development system to solve problems

"All along, the departing flight controllers are still following the traditional ways of working hand-in characters enter the terminal command-by-flight data modification control the flight by one. In the larger airport, flight controllers daily labor intensity greatly and error-prone, there is an urgent need for some simple repetitive flight control to achieve automation. In addition, various types of emergency incidents and unsafe events and other information needed to release the fastest and resolved. the one hand, we have developed is based on a simplified system Flight controllers duplication, improve efficiency and accuracy of flight control. On the other hand is facing unexpected safety problems, to facilitate timely development of disposal plans. "

The non-traditional industries for the aviation industry, information systems, facilities and health to reporters a detailed explanation, FOC system development to achieve the main goal is to use the computer production business processes, improve resource utilization, enhance aviation safety. The system has been called flight operation of the "nerve center." Efficient command and control system can run the company's management, operational efficiency, service quality is improved greatly. The system involves the airline market, maintenance, operations center, flight unit, cargo operations. In order to achieve a more efficient application, early August 2007, Air China Zhejiang Branch is also the basis of the successful opening of the SMS platform, and the establishment of flight operation using SMS platform release information.

Shi Jian, the current command and control of their company room command center will use the SMS platform has been publishing daily flight operation information as a routine task. Commented after running a daily flight, and command control room commander to run the day of flight situation, aircraft airworthiness status and weather conditions in a timely manner through the SMS platform, leading to the release branch, so that it can keep up flight operations related to the situation is conducive to raise the overall level of branch operations flight.

In addition, the flight operations branch flight delay of a large area, the aircraft was a bird strike, typhoon, various types of emergency incidents and unsafe events and other information, commander will be via SMS platform to branch offices and relevant departments leading publishing, easy to timely development of disposal plans, the effective flight operation to enhance the quality of office. Highlight the practical application of the smooth

Since the use of SMS platform, its order of the company's flight operations, pilots and crew scheduling order, as well as catering and other logistics processes have been well integrated. Obviously the company's operating capacity to improve. Traditional, difficult to meet the needs of flight operations manual control methods have been gradually phased out.

The FOC's results, Shi Jian happily told reporters, "FOC's use of the first considerably improve the efficiency of the business sector. Before the flight plans, unit plans and production plans of production are completed by hand on paper, the market, Maintenance and operation of such low level of information sharing, information transfer is slow. but now the corresponding sector after the completion of business operations simply operate under a business process can see the data results. "

Through the FOC, aviation safety monitoring company further strengthened. As the automation level of increase, the previous manual steps needed now done automatically by the system, run control more precise. For example, unit scheduling process, in order to ensure flight safety, aviation flight personnel on the strict control of flight time. Manual scheduling time for each pilot has been flying time and rest time control is more complicated work, while manual control requires a great amount of work, and difficult to ensure precise control. FOC of the scheduling system can provide a comprehensive reminder and warning information in the pilot case of overtime shifts will be given real-time alerts to ensure the accuracy of scheduling.

In addition, FOC systems reduce operating costs also play an important role. FOC on the Internet ready to provide the main data system support to pre-flight preparations prepared from the traditional on-site preparation method for the network transformation possible. Through this change, the airlines each year over 1 million more than the cost savings. Shi Jian also pointed out that the use of computer flight plan also reduces the running cost. Usually the total operating cost of airlines jet fuel accounts for about 30%.姝よ鍒掓牴鎹皵璞′俊鎭?閰嶈浇淇℃伅銆侀鏈烘?鑳戒俊鎭互鍙婃満鍦轰俊鎭紝鑳藉绉戝鍑嗙‘鍦拌绠楅鏈虹殑璧烽娌归噺锛岄伩鍏嶅鍔犳补閫犳垚杩愯鎴愭湰澧炲姞銆?br />
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Saturday, September 25, 2010

He Enpei "Changing Faces"


He Enpei "Changing Faces"
Author: Jiang Hongde

He Enpei impression

"Changing Faces" by He Enpei

35-year-old man is in shape, but He Enpei is constantly changing.

On February 25 at the "SJTU Sunway strategic conference in 2004", the Heen Pei invited Sichuan Opera face mask changing master performed stunts, so the presence of reporters feast for the eyes, but also a profound understanding of the corporate change of face He Enpei techniques.

Heen Pei Ming led by Thai companies, less than 7 years, changed its name three times! The first is called Ming Tai Technology; in 1998 changed its name to Shida Ming Tai; in 2002 changed its name to SJTU Sunway (Beijing) software company; 2004 GEM listing, then changed its name to SJTU Sunway (Beijing) Information Technology.

Of course, Ming-tai, "Changing Faces" is not a change of face to face changing and it is the result of adaptation to the environment. Ming-tai every name change, He Enpei will give a good reason. The first "Changing Faces" because Shida Group involvement, and thus established the Ming Thai translation software industry leadership; the second time, "Changing Faces" because the involvement of Shanghai Jiaotong University, Ming-tai and therefore the technical reserves, capital reserve talent pool has been further strengthened; the third time, "Changing Faces" because SJTU Sunway listed in Hong Kong, I hope Ming-tai in the business model, customer service, strategic planning, there is a change in the enterprise features from the Ming Thai pure "software" in the field, extended to the "IT Services" in the field, showing the localization of Ming-tai in the information field of progressive ambition.

With the change of company name, Ming-tai's business model has gone through three changes: The first shift is from the early to shift to the individual user as the center for corporate customers as the center; second change is the shift from the provision of product-centric to provide services and solutions for the center; the third shift is from a change in technology and product-centric to customer-centric.

"I want to be a pilot primary school, junior high school want to be teachers, scientists want to be the first year after graduation to become a entrepreneur." He Enpei frankly.

He Enpei example: "We must constantly self-denial, no CD-ROM and flash disk, the Internet software market simply denied, denied services simply sell software. If the team can not lead the company from victory to victory, from one platform to another a platform that is destined to fail. This is the reason for the disappearance of many companies in Zhongguancun. "

However, the ordinary people that Zhangping Jing He Enpei difficult to see his face constantly adapt to the environment due to constant changes in the heart of business agitation, more difficult to see the educational background of business leaders is how to obtain the capital operation of advanced practices. Because every change of face, Ming-tai, the capital always play a decisive role.

Using a slang term is: "change is temporary, change is eternal." Biosphere is the way the business community rightly so.

He Enpei entrepreneurs

"I have a small to large subconscious, that is, I like everyone else in the team success." He Enpei from his own life that summed up their entrepreneurial qualities.

To prove this, He Enpei cited the following example. In primary school, he liked the stove, cleaning, see others enjoy the fruits of his very happy. High school when he does not like to talk long-distance running race at school, to class the last class of the results as a result, He Enpei to take the initiative and helped the girls to the finish line last, the final where he obtained first class. He Enpei said, was always a way for the host team the desire to succeed, this awareness in the business after the SJTU Sunway team had a very good adhesion. With the maturity of the slow accumulation of knowledge, He Enpei in the management and coordination with a lot of inspiration and savvy, feel that they become an entrepreneur is a very natural thing.

SJTU Sunway initially only five entrepreneurs, including what is now vice president of war Tao, Jie and other cattle. Each of the original start-up funded by each 30,000 yuan of small companies, has experienced five years of development, through three successful financing and restructuring, long into the early Ming-tai!

January 9, 2004, SJTU Sunway success in the Growth Enterprise Market listed software enterprises in China to create a number of consecutive first: the first general-purpose software companies; Asia, first in the "information localization concept stocks"; 2004 The first listed company in Hong Kong stock market.

He Enpei has lofty ambitions, is determined to make SJTU Sunway China and the Asia Pacific region's largest provider of information localization, to do the translation industry association and Dell, 2008, to achieve sales of 1 billion yuan.

Leader of an enterprise often look at the issue than others to see the high and see far. In 1999, He Enpei proposed management of each team must have three consultants, the first boss to be the industry; the second must have a not of their own profession; third have expertise in at least one respect. Thus, there are 10 people in the management team when it actually had 30 people involved in the management, so that ideas can be amplified first by the consultant, to come back again reduced its essence.

"We are not learning MBA, but in actual combat by the consultancy study and innovation of our team comes from such a mechanism." Heen Pei said.

Communicator He Enpei

He Enpei said he played in an enterprise is a "director, and coach" role. As a leader, when everyone in full swing when the work might tell other people may have to adjust the direction, when everyone in the hard time, leaders might ask them to change a way when not in some way must encouraged to explore new ways.

This is, He Enpei reporters do not necessarily express his good than any other leader, he believes he is good at making the team in each mirror, the control team will know how to do the next step. "For example, tie deflect their own do not know the face of the mirror when he knew, so I do not need extremely smart, I just do a mirror, do a communicator, communicator."

In the mirror of irradiation, SJTU Sunway team to become a stable team, staff from the start has been basically no change in the business innovation team has also made a lot of achievements: the first time the Internet had just begun, They quickly discovered that people's learning ability can not one day will rise, but the amount of information and information exchange rate is rising exponentially, then necessarily need a tool, they then seize the opportunity to do the "Orient Express "translation software; in 2000, when the Internet into the development of their proposed" i software ", in fact, i can be said Google software on a branch; 2003 SJTU Sunway team had proposed the Oriental Translation plant concept.

He Enpei admit that he is a partial rational leadership. As a leader, he led the team that first of all have the ability to continuously open up new world, which is the core of all things. A team in existence and reason, not money, but new hope and a common ideal. As the team leader is should be allowed to have this ability, to each one knows what to do, to keep the exchange, he is such a role.

"Restrained by" He Enpei

"There drunk before?" Face questions from reporters, He Enpei simply that this is not his personality. As a business successful, He Enpei little drunk, not even like to drink.

This is even listed on the same day, there is no point changing. If a person's personality can be divided into very carefully, it can be commented that he is a "self-restraint were" a stronger ability.


Employees with SJTU Sunway's telling, is listed in Hong Kong so that He Enpei opened the eyes. Market day, He Enpei first visit to the Stock Exchange listing conference, usually do not like the speech he read the manuscript, the manuscript that day according read more carefully. At that time, he felt that this is a very important occasion. In the evening's celebration dinner, a public relations firm to the manuscript, he read from the first sentence, "Ladies and gentlemen," then that is their own say: "Today in my heart only two words, one is thanks, one is responsible. thank our shareholders, employees, behind the people, grateful to those intermediaries, to thank our partners, but more than a feeling of excitement but a responsibility. "

To face reporters, Heen Pei said that the most happy time that he knew SJTU Sunway will be able to market time. The day can be listed on the Stock Exchange informed him that, and He Enpei that was very practical. This happy not to let him sleep when he phoned a number of important cooperative partner and friend, said the company initially set the public, his happy to share in this process before.

That night a few friends in Hong Kong a bit, did not engage in any large-scale celebration. In Hong Kong the celebration dinner, someone asked He Enpei would get drunk, he said no - "one company or a small company, but also grew up in the capital market when the company has an important influence, I may get drunk; Second, when investors a certain return on time, reduce the pressure slightly, I might get drunk. "

Whether it is listed before or after the IPO, He Enpei not the excitement of emotions as a mainstream outlet. As a rational attitude towards life, restraint or an extreme patience many times in his work and life in every detail, even in the most unhappy when he encountered difficulties, his attitude is never thought of retreat. "I think the most important thing is endurance, the stamina, including a lot of things to overcome."

SJTU Sunway: Dell to do the translation industry

From the outset, targeting a foreign market, taking the direction of international

Reporter: SJTU Sunway listing has not been a very smooth way, during which there was not hesitation? In January 2004 after listing what it means to you personally?

He Enpei: SJTU Sunway preliminary decision in 2001, listed the purpose of the new direction the company intends to develop, including changes in customer and industry development. Ins and Outs of time after a two and a half, the middle also does not hesitate in the end, the most hesitant for some time in 2003 when the 4-5 month time to submit the form has expired. SARS is very low during the capital market is said to only be raised to 30 million, many shareholders decided to give up, but when we do not agree with the management, because the industry itself is facing SJTU Sunway International, we hope to have a good platform for capital market . Based on this, we still insist on listing management. Before listing the same time, our costs have been paid 56 million when we took five months to persuade the shareholders, in September 2003 to submit the form again, and then things very well. Arrange time Coincidentally, on January 9 there are two listings, we are the first day the stock rose 40%, the share price from more than 4 per share have long hair to a maximum of 6 cents, then stable.

I think that after listing a responsibility for me, all responsibility is for the purpose of investors it should return all the responsibilities of the foundation is to let a good operation. I do not see every day the stock, I would like to concentrate on the industry well.

Reporter: SJTU Sunway size of this market is not too big - the total amount of 30 million Hong Kong dollars, 70 million of equity, do not consider them comprehensively?

He Enpei: The financing of small, because we the whole price is worked out in the SARS period, when the market multiples and market earnings expectations fell by more than half than the original, our pricing is more than half in 2002, less 2002 plan is to raise to 8,000 million dollars, basically acceptable, but this is not the same. Although it is not a lot of money, it is important that the brand, I think today's stock and shares is not truly reflect the potential of our company, but it is not very important.

Reporter: There are two general purpose of listing, one is listed to address development issues, open up the capital market, one is misappropriating. You are kind of situation?


He Enpei: We should belong in front of a kind. Speaking of misappropriating, we do not ring to much money. The main purpose of listing for us is to get through a standardized channel of international capital, we pay attention to open up the channels at the same time, in this platform the company's international business will be wider attention, this is our primary concern.

Reporter: listed in Hong Kong generally have higher costs, why is so determined to the Hong Kong GEM? In the long term, there is no country in the Nasdaq or the future development of the GEM?

He Enpei: for every businesses most important must know what he wants. We need a good platform for the internationalization of capital, because we are now facing the international business is a business listing in Hong Kong is inevitable. Hong Kong's second board has a good market space, and we see that the second board in Hong Kong, many of the leading enterprises. Select GEM not from cost considerations, I think in the domestic capital market does not have such a good mechanism.

Similarly, we have listed other capital markets such as ambition, depending on the GEM and GEM country who develop faster, if the development of faster, we will seek more and greater capital platform to operate. Will not rule out the Nasdaq or the possibility of domestic listed on the GEM.

Reporter: Since 2001, many common software companies lined up domestic listing plan, Ming-tai can be one step ahead, the main reason?

He Enpei: This mainly depends on our position. SJTU Sunway beginning the first day of its establishment as a translator and translation technology, translation and localization translation technology is the most basic information to do two things. We decided to make the information localization, not only because we have the technology, but also market demand. The industry has a lot of space, which is typical for investors profit growth of space, as the capital market and investors will be more recognized.

Asymmetry of information, create information localization industry

Reporter: "Information localization" is the term occur together and SJTU Sunway, we are still relatively unfamiliar, can not use the information you describe the understanding of the localization industry? This industry in the next few years how much market potential?

He Enpei: With China's entering WTO, Chinese state must exist as the language barrier, we are now the most used international language is English. From Hong Kong, Singapore view, will penetrate into every corner of the English in the long run, not far from most cities in China for some time will be bilingual or even multilingual, this is an inevitable trend, so it is easy and international exchanges. However, China's information with foreign countries over the past basically asymmetrical, asymmetry is that Chinese language ability is not good use of the industry. The simplest example is the Wenzhou lighter, said four years ago has been released after four years to pass a bill into Europe must meet a standard cigarette lighter, while in Europe there is a patent product is the standard of service to this, but Wenzhou people may be too busy to do business without concern may not be concerned about the means, in short no one will understand this file, leading to the present results. This is a typical case of asymmetric information.

Information from the user base to sub-localization can be divided into many categories, I understand: The first pure text conversion, including voice and text, and second, containing the text conversion of technical change, for example, software localization. In fact, often is of a technical translation, not words alone solution for the rapidly growing demand by traditional means can not be completely satisfied. We want this market industrialization in the past in this area are small-scale operation, there is no industrial operation, not a lot of companies have joined. According to related investigations in 2001, the size of the market information about the localization of more than 30 billion yuan, estimated that by 2005 will reach 60 billion, the industry is forecast to be 15% growth.

Reporter: Foreign non-English speaking countries like Japan, they have such a similar industry?

He Enpei: Of course, the Japanese in this industry on a more daring and more eager for development, South Korea is the same. They see all the useful information is rapidly changing things for themselves, while their own things into the world of things quickly. They dare to change, and strive to first go with, then go to correct, so many people in this industry. Asymmetric information in China and abroad also need urgent change, current awareness is not enough. In this area, China should learn from the United States should be. There are many companies listed in the United States are for the localization, size is not small.

Reporter: Is it can be to understand the current status of the industry: the localization of the current information technology is also completely fail to machine translation still needs a very complicated a process?

He Enpei: Yes. Present need translation and translation tools are mainly two kinds of people, one language of poor people, which is similar to the Orient Express so the software needs to meet the crowd, automatic translation to help them solve this problem, and second, good foreign language translators He translated things for others to see. Oriental Translation is not the first factory for the crowd, but the second group. We hope to build a good platform, this platform will give our customers and translators who bring good value.

Reporter: the response to "the Oriental Translation Factory" say diverse, but most of the unknown we naturally, by listing this opportunity, please elaborate a comprehensive translation of the concept of the factory.

He Enpei: "Oriental Translation Factory" shows a very good combination of mouse and cement the concept. Today, like Lenovo, Shida do a lot of IT equipment companies that have become traditional industries, before the computer is high-tech, but today the computer is already a very traditional industries. IT to find their correct position, that is a good combination of traditional industries, traditional industries have greater value to IT, Internet and other platforms to play really help the value of traditional industries, I have to mention, no matter how advanced technology and more advanced technologies need to address two words: basic necessities. If a high-tech to make the words to better operations, reflected a higher value, more new things, then it is valuable, this is what is referred to in the perfect combination of mouse and cement . "Oriental Translation Factory" current model is a very typical combination of mouse and cement is no longer a concept, but a good run in the model. At the same time the industry has strong international demand, but also accelerate our market expansion.

Reporter: The Translation of domestic software market is close to saturation, in particular on the overall pattern is still a fragmented market, how do these markets unified?

He Enpei: This situation is more similar to retail. For example, today's Wal-Mart, China Resources is very popular these supermarkets, shops in this already saturated before the fact, and each district has its own small shop and stall, I think he is very similar to the localization industry and information We will coexist for a very long time.

General software market is still great potential

Reporter: General Software is the enterprise in recent years gone through a remarkable way, how to evaluate these years in all aspects of the company changes?

He Enpei: You can say that we have from a product has advantages of simple business model has advantages into enterprise, this is a business concept in the business to grow. The process of speaking from the company, look past the core strengths and has nothing to do today, but the last two years we had today and the next update or division. SJTU Sunway After these few changes: The first change is from the early product-centric to customer-centric transformation; second shift is from the previous individual customers as the center into the enterprise customer as the center. We have to introduce some corporate customer service experience to join; third change is that we have been providing products for the center from providing services into the center.

Reporter: Does this mean SJTU Sunway will break away from general market?

He Enpei: no. SJTU Sunway today and grow as a person and not to lose anything, what we have done is to lay the foundation for today's well accumulated in this process, we have our own core competencies, as this industry one of the pioneers, we see clearly today that the core competitiveness and social needs to match. We have been separated from their direction, in this process, we sometimes engaged in other industries, such as security software and other things. Like people, mature to a certain extent have their own core business, but also some other things, other things will be his new home industry? This depends on the development, the present, general software market still has potential.

Reporter: Neusoft's Liu Jiren once said that common software companies do not, this sentence has become a classic on the industry. You agree with his point of view?

He Enpei: I do not agree with this view. Do not common software that is from a static perspective, the general situation of the software today does not mean common software grow up. Said the main reason is the common software grow up without the user group, on the contrary more and more general software users. General Software companies do not is the business model, I think the reason not to grow up common software for general-purpose software have not yet found a model to adapt to business and users, and now people are looking for this model, as Kurt, It is a universal client software business model for him is clear, and he became successful. Today, some games are also common software, will be found if the business model was so large, so many examples. We believe that universal software is divided into each of the company is not selling a lot of common software, but only sell one kind of software for each company, with a good business model to operate, to gain a good profit.

Reporter: Network game software more recent fire, SJTU Sunway entertainment has just been released, whether the company will transfer energy to this one?

He Enpei: at least at this stage, we focus on localized information. Because in this regard, our core competitiveness and market demand is a perfect match.






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Tuesday, September 14, 2010

CATIC Shenzhen: HR reform activity trip



Confusion caused by the questionnaire

In 2002, a question confused with CATIC Shenzhen group human resources manager Chen Hongliang: how to clear, a clear grasp of the present group of all employees what information and data, because it is planning to deploy throughout the Air Group's human resources is very important.

This is not an easy thing, because Chen Hongliang where CATIC Shenzhen has more than 10,000 employees, which employs more than 10,000 Air Group subsidiary distributed in the high-tech industrial manufacturing, real estate Hotel, import and export trade, retailing and financial and securities business in various industries, both in the aviation industry,, mid, FIYTA, Shennan light and three other domestic and foreign listed companies; another Rainbow Shopping Centre, Shennan Circuit, Southern Trust, Southern Securities, China Aviation real estate, property management in the aircraft, the aviation business, Grand Skylight, industries and enterprises such as Shanghai hotel.

CATIC Shenzhen Holdings also known as China National Aero-Technology Import & Export Shenzhen Company, China National Aero-Technology Import & Export Corporation of branches. Two decades, Shenzhen CATIC China's aviation industry relies on the strong technical strength and talent, high-tech industrial manufacturing as a leader, vigorously develop the tertiary industry, active in capital operation, forming a comprehensive, diversified group structure.

Many in such a business, the number of large conglomerates engaged in human resource management, does not a simple matter, the Group has developed early headquarters personnel management system used, however, because the limitations of technology at that time, the system has lagged No Now the whole group and not a unified platform for personnel information, scattered in dozens of key investment in the company's personnel information form filled out by hand the collection, so Group Headquarters could not clear check the company's personnel information, not to mention the more management decision-making support.

In 1999, CATIC Shenzhen Group Human Resources Manager Chen Hongliang had organized with the questionnaire in a survey done within the Group, he wanted to know within a few years in the Air of students entering basic information, major, and job changes, as a human resource policies. The results of this survey workload significantly, make paper form issued, but also a picture of recovery to come back and register. It took enormous effort done human resources, and the survey results soon lagged behind, because the group's personnel situation is changing over time.

In 2002, Chen Hongliang want to do it again this investigation, but the difficulty of manual investigation and time-too bad the problem emerged, the questionnaire is a small problem, really let Chen Hongliang confusion, if not clearly, explicitly to master all the staff present the Group's information and data, how human resources management to state decision-making, but also how to deploy the strategic planning group in the Air Group's human resources?

"People" management shortcomings

Chen Hongliang's worries are not unfounded, "questionnaire" on the apparent problem is the Air Group staff personnel is not clear enough grasp of basic information in a timely manner, but reflect the flight status of the Human Resources Management - is the current "personnel" management system and not linked to corporate strategic goals.

CNAC has set themselves a turnover of 3 years and strive to reach 80 billion goal: to create first class enterprise, sustained and rapid growth, but also access a number of sectors in a first-class (industry leaders).

However, the current personnel management system in the flight less lag, there is no system to build human resource systems, job responsibilities with the company without the development of strategic changes in re-defining the business goals are not passed down, the lack of fair and objective evaluation of staff and effective incentive mechanism. And human resource management system to bring greater consequences of delay is - staff attitudes and corporate culture lag, the concept of hysteresis, long-term relatively closed "mini environment" so that employees look "myopia", the lack of market awareness, and in the sense of crisis is not strong, poor awareness of internal and external aspects of the service; also too concerned about the level of vertical rather than horizontal cooperation; "Striving" mentality much less aggressive awareness.

In the modern enterprise system in the Group, strategic management systems and corporate culture necessary to grasp the system into two systems, Welch at GE in fact simply two things that develop strategies to promote culture, but GE's success, its real because it has very good management system the two strategic groups.

CATIC has already positioning strategy based holding company, and today the lag of human resources management system, making the Air Headquarters in developing strategies and promotion of culture as a constraint, it seems "human" management has become the management of Shenzhen Airlines short board, human resources management system reform is imperative.

But fundamentally to improve the "people" management shortcomings, the aircraft must be in the group management to human resources up to the strategic level, rather than on the insignificant position.

HR reform has started

CNAC Group headquarters is aware of this, in recognition of "people" managing short piece of board re-established after the concept of strategic human resources.

First half of 2003, Air China's human resources reform in the sail, and in June 2003, the aircraft and human resources consulting firm together and formed a group based human resources management consulting team, to implement the establishment of a modern human resources management system to ensure Group to achieve new strategic objectives of human resources management reform.

12 late, the project team carried out research, analysis, evaluation and design, clear positioning of the Group headquarters and holding-type group from the headquarters building strategy starting, adjusting the headquarters of five will be the framework and functions of the three.

Because the aircraft to the strategic positioning based holding company, on the exemplary role of the main investment company great, so decided to reform in the aircraft started from the Group Headquarters in order to "point" and finally to the impact of "surface" effect, in the headquarters of the implementation to performance management as the core human resources system.

In the "surface", they have an accurate real-time control group human resources information, in the context of a unified group of human resource planning, implementation, co-ordinate the introduction of talent, training and development.

Then another problem has emerged: Without an advanced IT system support, the Air How to be able to cure the complex performance management system down? HR Management Group is not a unified information platform, also relies on the previous manual, CNAC how the whole group of unified planning of human resources?

HR management platform to establish the demand has been ready to go, need is a proper time and opportunity!

HR - to bypass the "personalized" trap

By the end of October 2003 when the new human resources management system implemented in the headquarters of Air Group officially launched, of which the most representative of the performance appraisal. This is the best opportunity for a HR implementation, can be moved to a new IT system management results in curing the program down.

CNAC need to do is to find a suitable product with the right partner, but for this CATIC Shenzhen is also a test!

HR's selection is not an easy task, even difficult to ERP selection, Why?

ERP Human Resources Management System and the biggest difference is the individual demands of its high human resource management is precisely the competitiveness of individual expression.

Each group will have very many companies belonging to the Group's unique management model and method, while the subordinate enterprises and diverse geographical features and management, as the group of companies, applications are also very much the role of HR, human resources need to be able to meet the different demands of different roles, especially in Shenzhen CATIC Group building such a comprehensive HR, personalized color must be very strong.

IT system requirements of personalization and management software industry in recent years between the generalization of the most troublesome problem, CATIC Shenzhen can bypass this trap?

Kingdee company began in 1996 with the Air Group on cooperation in the financial system, makes a good basis for several years in cooperation with Air China Kingdee special trust, and as early as in 2002, the aircraft would have had to contact with HR and the Golden Butterfly, Golden Butterfly is a national HR R & D companies started earlier, but also have a strong ability to continue to develop, so the flight decided to toss his old partner olive branches - Kingdee.

Although chosen their own trusted partner, Chen Hongliang heart has not completely put aside, because CATIC Shenzhen new human resources management system, when not considered in the establishment of software problems.

The program is fully integration into the Kingdee K/3-HR system? K / 3 system to reflect authentic original purpose of this program do? Air China may fall into the HR in the "personalized" trap it? Some worry about these issues so that Chen Hongliang.

However, the fact that Chen Hongliang concern is unnecessary, through joint efforts, Kingdee on the K / 3 system, a series of adjustments and amendments, Kingdee of HR management platform with the management program to achieve consistent and authentic to carry Reconstruction of human resources in the aviation program.

Kingdee is how successful HR projects in the bypass route "personalized" trap it? Chen Hongliang is so summarized: "First, Kingdee products are very common in the flexibility and applicability, the second, Kingdee's R & D personnel, the timely implementation of the consultants to do some fine-tuning their products for themselves according to their actual business the situation, leaving room for the program, not to say that the system is dead, can not move. so this program meets the requirements of aviation human resources reform. "

Advanced software products appear to HR projects to ensure the basic conditions for individual needs, K/3-HR itself is based on the advanced development of basic theories of human resource management, which ensures consistent fundamentally new management system in the aircraft; platform-based, component-based development approach and reduces the difficulty of the secondary development.

Another important point is that software companies have the ability to use various resources, through strong enforcement mechanisms to their own internal service well, and has extensive experience in the industry.

Performance management is not illusory

Speaking of performance management, from the "balanced scorecard" to "360-degree assessment", "strategic map of France," "Rule of Thirds", the fashionable ideas and methods emerging, but nobody seems to be more loss of: KPI indicators can not be assessing a strategy the required behavior; any case assessment, the last employees and managers often are most concerned about is money; from the consulting firm received a set of Jixiaoguanli program only to let HR department think a lot of extra work, and did not bring results upgrade.

Performance management is not really fancy it?

CATIC Shenzhen Holdings Headquarters to eat a return to "crab", and establish a performance management system as the core, early in April 2004, Kingdee, consultants, CNAC Group held a discussion session to improve performance appraisal. CNAC Headquarters current performance appraisal application formulation of goals, assignment, evaluation, query, queries, and so full salary for the application in K/3-HR.

Human resources manager in the aviation Chen Hongliang view, performance management is in itself a form of management by objectives, the company's value-oriented system, the target management should be a hierarchical management program in the Air, value orientation, management by objectives These principles can be reflected very well, and Kingdee the HR system also embodies the principles of hierarchical management, goal management principles.

Although on-line application system after a period of time, staff resistance is inevitable, first, the change in the way of work, irregular work flow to a cure of information platform, the staff were very accustomed to. Second, the human resources reform took away a part of the staff, which many employees feel puzzled and feel pressure.

But after a quarter of the assessment, the majority of employees have approved the performance appraisal, because it makes employees feel truly improve the quality of the staff time to the beginning of each evaluation cycle, develop their own goals, when the appraisal cycle is make a assessment, management itself down calmly about his work. If it is important positions in the value of the work of employees engaged in creative, concerned with their own performance goals are completed; stronger if service employees, were concerned about their behavior in the work cycle, attitude.

The middle managers also felt on the organizational performance improvement Bang Zhu, Tong Guo K/3-HR 绯荤粺, one of HRM Dada improve the efficiency of staff of the department be able to see li each cycle in a matter do each , to extract the key, to prevent the department system caused major omission and bias.

At the same time, it may not reasonable or HR structure is a lot of work flow is not smooth, may not lead to reflection and research enterprises, and the use of system, the entire group of human resource management processes and systems to conduct a more in-depth thinking and management Shun has played a significant role in the promotion and supervision. The performance appraisal system can enhance higher and lower levels of interaction, motivation and pressure transmission, and management of the core fact is that communication.

CNAC's experience tells us that performance management is not illusory, in order to deliver value-oriented companies as a fundamental objective, to establish a system for their posts, performance, compensation system, solidified with IT systems and continuous improvement in practice it , of course, from workers, managers have great importance to management is a fundamental principle.

To spring in the Air

In fact, done only in the Air Group's first step in the reform of human resources. The next step, CNAC Group headquarters will start cooperation with Kingdee investment in affiliated enterprises focus on promoting the personnel information collection, management, application. This is also in the implementation of Air China Group, a human resources system is one important reason.

This will change the subordinate enterprise personnel are manually fill in information gathering mode. Now if the whole group of human resources information platform built Well, you can check the implementation of all personnel information, rapid decision-making for management. Has now completed the major subordinate personnel management applications have invested enterprises in the Air live, FIYTA, Shanghai Hotel, Shennan circuit backbone enterprises.

Although the HR reform is not finished, but the "efficacy" has been reflected in little by little, slowly: HR strategy work to rise to the height of human resources for the company and employees to create effective value; staff performance appraisal and comprehensive in the group headquarters application, employees, managers, management system implementation in the daily management of performance appraisal; employees increased market awareness with a sense of crisis to break the "Striving" mentality, the company's goals on each level, employees have the "pressure" feeling .

Management was up a little short board on the Shenzhen Air radiate the energy, enterprise group in China today is bigger and stronger may still be as dead as the dinosaurs, the most critical organizational vitality is "doing alterations."

"QUICKER" the CATIC Shenzhen, not far from their own spring.


Interview Notes:

"Fog management" in the group management

Thousands of years ago, Emperor Qin Shi Huang unified China for the first time when they see a reason, to control better the original is dispersed in all counties, to seize the two things - property rights and human rights, on the one hand demanding that the local tax paid to central government, On the other hand requested the appointment and removal from the central to local officials. Concentration of financial power and personnel to rely on the right, although because of Ying Zheng of Qin Dynasty and short-lived tyranny, but in central and local control has been doing very well.

But back to two thousand years later, for walking in the "group" of the way of Chinese enterprises, good group management, financial and personnel remain the two most important factors, but has long been the concentration of power is not simple and crude on it. Take the group of personnel management, the subordinate enterprises keep a firm hold on the core leadership of CEO and CFO appointments of members rights and management rights, it is a personnel management in the Group's basic principles, but this is only the most basic, because The group enterprise management, in addition to control of personnel, more importantly, management and deployment of optimization of the entire group of human resources.

Because the irreversible wave of global economic integration, the Chinese group enterprises, owned by the funds, scale, technology and other advantages are very short, and only continued to build the competitiveness of human resources business to Everlasting!

More and more Chinese companies are taking on the road in the grouping, whether it is through integration of resources in the SAC restructuring large state-owned enterprises, or entered the fast-growing business of private enterprises have diversified, but "management fog" and the more and more thick enveloped them. In this context see, CATIC Shenzhen in human resources management reform to make the testing of particular significance with samples - Design strategic human resource management system and the use of IT means to cure, so changes in the flight of human resources and information , whether the motivation, process, outcome or lessons, setbacks are rare experience.







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Wednesday, August 4, 2010

Firefox Download break 5 million mark will be issued a limited edition of 50 sets of


Friday, Mozilla Foundation's Firefox Web browser was downloaded more than 5 million mark.

To commemorate this historic moment, the foundation said on its Web site, they will promote meritorious officers who issued a limited edition of 50 sets of Firefox, another, Mozilla Foundation will host 5 million to the Firefox download sites were all were rewarded, but the exact amount of ominous.

Mozilla developer Blake Ross Foundation, said: "This figure not only belong to us. It is the work of our 5 years of a show the next 5 years is also the beginning of the work."

Last year in November, Firefox listed on the official version, which has shaken many analysts believe is already quite mature Web browser market structure. With the rise of Firefox, Microsoft's IE browser market share decline over the years for the first time.

It chose Firefox, mainly for IE browser security holes found in the endless boredom. Some prominent security researchers have even suggested that, if possible, users are advised not to use the IE browser.

This year in February, Microsoft said, before listing in Longhorn, they will launch a new version of IE browser. Microsoft said the new IE's focus will be on creating a secure browsing environment.

And Firefox, in the past few months, also broke several serious security flaws. However, the open source community believe that their browser architecture is still safe than IE.






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Monday, July 12, 2010

Call ChooseColor function in PowerBuilder


First create a Custom user object and is defined as Structure (OS_ChooseColor):
long lstructsize
ulong hwndowner
ulong hinstance
long rgbresult
blob lpcustcolors
long flags
long lcustdata
long lpfnhook
long lptemplatename

Define instance variables:
Private:

os_ChooseColor istr_ChooseColor
long il_CustomInitColors [16]
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Defined external function::

function boolean ChooseColorA (REF os_ChooseColor lpcc) library "comdlg32.dll"

In the constructor event write the following code::

/ / Initialize choosecolor information
/ / Convert the default custom color array to a blob variable blobedit (ibl_customcolors, 1, il_custominitcolors)

/ / Let the structure element point to the blob array
istr_choosecolor.lpcustcolors = ibl_customcolors

/ / Set the size
istr_choosecolor.lStructSize = 36

/ / No owner
SetNull (istr_choosecolor.hwndOwner)

/ / Set flag
istr_choosecolor.flags = 1

Create object function: boolean of_choosecolor (ref long al_rgbresult), the code is as follows:

boolean lb_ok
istr_ChooseColor.rgbresult = al_rgbresult
lb_ok = ChooseColorA (istr_choosecolor)
al_rgbresult = istr_ChooseColor.rgbresult
return lb_ok






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Monday, July 5, 2010

Digital CDA AMR WAV to CD-R Ripper

Digital CDA AMR WAV to CD-R Ripper is an audio extractor software, extract favorite audio from most of video movie files and make into mp3 music files! User-friendly interface: one click settings solution, need not any basic knowledge. Support WAV PCM. Support VOX (Dialogic ADPCM), WMA Windows Media Audio). Visually play, record, edit or convert most sound file formats. Add special effects and apply filters. Support OGG (Ogg Vorbis), G.721, G.723, G.726. Support MP2, MP3 (MPEG Layer-3). Support RAW (PCM, A-LAW, U-LAW), CDA (Audio CD Tracks).Support Compressed WAV (ADPCM, GSM, DSP, A-LAW, U-LAW, ALF2 and others).

Monday, April 12, 2010

Ever DVD-Audio ID3 WMA to VQF Manager


Ever DVD-Audio ID3 WMA to VQF Manager is an audio extractor software, extract favorite audio from most of video movie files and make into mp3 music files! User-friendly interface: one click settings solution, need not any basic knowledge. Support WAV PCM. Support VOX (Dialogic ADPCM), WMA Windows Media Audio). Visually play, record, edit or convert most sound file formats. Add special effects and apply filters. Support OGG (Ogg Vorbis), G.721, G.723, G.726. Support MP2, MP3 (MPEG Layer-3). Support RAW (PCM, A-LAW, U-LAW), CDA (Audio CD Tracks).Support Compressed WAV (ADPCM, GSM, DSP, A-LAW, U-LAW, ALF2 and others).

Monday, January 18, 2010

Ever MP2 ID3 to MP3 ID3 Tag Editing


Ever MP2 ID3 to MP3 ID3 Tag Editing extracts audio CD tracks to audio formats MP3, WAV, and OGG in seconds. Ever MP2 ID3 to MP3 ID3 Tag Editing is one of the quickest and easiest to use tools of its kind. Besides his ease of use it has some additional advanced features like using Free CDDB(CD database). Ever MP2 ID3 to MP3 ID3 Tag Editing - Besides his ease of use it has some additional advanced features like using Free CDDB(CD database). Convert wav to MP3, CD, CDA, CD-R, DVD-Audio, AAC, AC3, ID3, M3U, M4A, M4P, MP3 ID3 Tag, OGG, RA, WAV, WMA, MP2, APE, VQF, MPC, AMR, Midi, WAVE, and RM. Take up the very few system resources. Convert wav to WMA. Supports the multi-threaded operation of copying a CD and generating mp3 files at the same time.