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Talent Philosophy - NIMBLE GROUP

TALENT STRATEGY

Nimble firmly believes that talent is essential to the enterprise, for such reason it adopts a welcoming approach to talents and recruits people without sticking to fixed criteria.

Nimble respects its staff and cherishes each and every employee as a precious asset of the company. It perfects the talent incentive system for the purpose of providing employees with steady development platform.

Nimblees with integrity, responsibility, solidarity and fighting spirit are gathered here.

Not only are they brave and all-conquering fighters, but the backbone of developing a long-lasting enterprise.

TALENT DEVELOPMENT

Talent is a key resource for corporate development and a guarantor of corporate sustainable development. Department of Organization and Talent Development is committed to establishing Nimble talent corps more scientifically. It inputs high-quality resources to each group and tailors cultivation program with the view to providing better career development platform to employees.。

  • LEADERSHIP TRAINING CAMP

  • GENERAL PROJECT MANAGER CLASS

  • NEW MANAGER SOFT LANDING

  • RESERVATION CLASS FOR LEADER OF HUMAN RESOURCE AND MARKETING

  • NIMBLE TALENTED STARS SIX-YEAR CULTIVATION PROGRAM

  • NIMBLE TALENTED STARS
  • NEW MANAGER
  • GUIDANCE BY SENIOR MANAGEMENT
  • PROJECT GENERAL MANAGER CLASS
  • NIMBLE TALENTED STARS
    "466" TRAINING PLAN

    4 Key Points

    Product Launch, Pre-sales, Exhibition Area, Key Handover

    6-month Job Rotation Program

    Job rotation for key positions in headquarter/project.

    6-year Leader Training Plan

    For Function: to be a Business Director in 6 years.For Project: to be a Project General Manager in 6 years.

  • NEW MANAGER
    "1123" INTEGRATION PLAN

    The first day at Nimble

    Establish a working relationship and learn the relevant materials.

    The first month at Nimble

    Training by every center and attend important meetings of the Group.

    The second month at Nimble

    Project visits and information exchanges and job rotations in headquarter/project.

    The third month at Nimble

    Have a training course or sharing session and face-to-face communication with senior management.

  • GUIDANCE BY SENIOR MANAGEMENT
    "361" TRAINING PLAN

    3 Key Competencies

    Professionalism, Operational Capability, Leadership

    6 Specific Tasks

    1 Specialized Course, 1 Work Improvement, 1 Decision-making Supervision, 1 Project Inspection, 1 Key Task, 1 Process Optimization

    1 Course-completion Oral Defense

    Oral defense upon course completion, and comprehensive evaluation

  • PROJECT GENERAL MANAGER CLASS
    "TRIPLE FIVE" TRAINING PLAN

    5 Learning Topics

    Accurate Land Purchase and Precise Market Positioning, High-turnover Operation, Exquisite Quality, Quick Selling and Marketing, Low-cost and High-return

    5 Learning Tasks

    Thematic Study, Internal Sharing, Project Practice, Sharing by Senior Management, Team Building

    5-month Training Period

    A Training period for 5 months

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