Shoes And Clothing Industry Electricity Supplier Personnel Training New Program, Also Need "Order".

"Half a year's experience is called a senior. One year's work experience claims to be an expert. Two years of work experience will cost millions of annual salaries."

Although exaggerated, but also to a certain extent, illustrates the "hot" degree of electricity supplier talent.

According to the survey, nearly 70% of the tradition now exists.

The service companies have already touched the net, others have set up their own network sales department, some have adopted the way of cooperation with the electronic commerce organizations, and the enterprises that build their own network sales department have an average of 2 to 5 persons.

It is understood that the current demand for electricity business talent exceeds 20 thousand, with a gap of 10 thousand.

Among them, the three most important talents are the talents who focus on technology and business, but those who focus on payment, logistics and information flow. Three, they are engaged in network marketing, e-commerce management, e-commerce strategic analysis, securities e-commerce and other talents.

At present, there are mainly three ways for the source of e-commerce talents: one is college graduates, the other two are shopping websites, and three is talent mining.

Try "order type" training

"Although local colleges and universities will provide a number of graduates of e-commerce, the talents trained by universities usually focus on the lack of practice in theory, and e-commerce will generate new models every year, and the training cycle of university talents is hard to keep up with this situation.

There are two kinds of situations. Some of them are not good enough to use.

Dong Xinda, vice president of racket shoes net.

Because of the high demand for the actual sales of the Internet, the business people often have different knowledge, ability structure and practical experience. Therefore, digging talents has become the first choice for the enterprises to set up the network sales team.

However, the mode of "cutting corners" is always difficult to sustain. On the one hand, digging people will lead to job hopping. While pushing up salaries, the mentality of electronic business talents will also become quick success and instant benefit. On the other hand, China's electricity supplier talent gap is too large, and experts predict that it will reach 2 million in the next 10 years. In the face of huge gap, it is difficult to meet the needs of enterprise development.

For this reason, many Quanzhou

Began to try the "order type" training mode of school enterprise cooperation.

With the cooperation of Huaqiao University, Yang'en University and so on, from the third to the third, it began to intervene the course of the electric business specialty, and through the enterprise staff to school, the students went to the enterprise to visit the practice, and set up a model of "school enterprise cooperation".

"Graduates who are trained under this mode will have certain practical ability on the one hand. On the other hand, they will have a sense of identity towards enterprises and be conducive to the stability of talents because they are beginning to engage in corporate culture at school."

Dong Xinda said.

Strengthening information sharing among professionals in the industry

about

For enterprises, it is the best choice to train their own talents through the mode of school enterprise cooperation. However, most of the fast growing e-commerce enterprises face the "incubation period" but often can not afford to wait.

At this time, we need to combine "hematopoiesis" with "blood pfusion".

"I do not object to the flow of electricity suppliers among enterprises, nor will they set the threshold to prevent such flows."

As one of the earliest enterprises in Quanzhou to build an electronic business platform,

Wang Dongzhu, chairman of the board of directors, said: "the flow of talent can, to a certain extent, also stir up the whole industry and promote the cooperation and progress of the industry. However, this flow should be orderly, and avoid the practice of pursuing higher positions and salaries in a position where there is not enough experience."

Wang Dongzhu said that a better solution is to set up a talent information base jointly by the industry.

"This information base can be shared, which enterprise needs a certain type of talent, can be released to the platform, if another enterprise happens to have such a talent to change jobs, it can be recommended."

At the same time, Wang Dongzhu suggested that enterprises can set up a "manual for human resources" for internal staff. This manual records the performance and achievements of the employee in the enterprise. When the employee turns hopping, the recruitment enterprise can understand all aspects of the staff's ability and avoid the risk of talent introduction.