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"'Focusing on outcome, overseeing the whole, sticking to important things, developing strengths, pooling the wisdom of the masses and establishing trust' are six good work habits of a technical manager." In the reading overflowing with passion, management thoughts quietly seep in listeners' mind. This is a scene of the internal training class on the special subject "Managers of Professional Teams" of CCTEC Engineering Co., Ltd. (CCTEC). More than 30 management elites of CCTEC along with training instructors used the vivid body language to interpret their understanding of management thoughts. This training was aimed at middle- and high-level management personnel with a technical background, in expectation of further improving their management awareness and skills through training. During the training that lasted two days, training instructors allowed trainees to experience new thoughts of management in a string of success and failure cases in a teaching-inspiring-interacting way. Through easy, humorous and thought-provoking cases and games, the management elites of CCTEC perceived the management modes of technical teams.
For a company with technical service as core competitiveness, talents development serves as a key drive to the company growth. Keeping this in mind, CCTEC has been sticking to the talent strategy of relying on the development of people to drive its business growth, providing to employees a platform of development. An important way of talents development, training is highly emphasized by CCTEC.
The training system of CCTEC consists of three levels. For company-level training, training plans for the company are made and implemented according to the strategy and actual need of the company and from the standpoint of the company; department level training mainly includes business training and training plans are made and implemented according to the operational needs of various departments; individual level training is mainly oriented towards the individual needs of employees, applications for training are filed according to employees' own work needs and the company shall provide necessary support. This training system satisfies the company's need for strategic, business and individual training, laying a sound foundation for establishing a training framework and carrying out training.
CCTEC has developed a series of talents development systems, providing a good mechanism guarantee for the development of talents. For new employees, CCTEC has set up an on-job guidance system that on-job guidance teachers are designated to help new employees integrate fast into the company and qualify for the job. To improve continuously the management awareness and level of middle- and high-level management personnel, CCTEC dispatches some of them to attend MBA and EMBA courses in a planned way, for the purpose of laying a solid foundation for long-term development of the company. CCTEC is a team that creates value through creative intellectual activities, with a positive and encouraging attitude towards team members' desire to learn. At CCTEC, employees may learn in their spare time to get a degree, with part of tuition assumed by the company as part of its effort to support employees with a strong desire and capacity to learn, thus gathering strength for achieving the company's long-term strategic goal.
In 2006, besides degree education, 7 trainings were carried out at the company level, including: the "new employee training" designed to integrate newcomers into the team as soon as possible; internal training on the special subject of Managers of Special Teams designed for improving the awareness and quality of the management team; training on certification of qualifications for IPMP project management centered on project operation and designed for systematic learning of project management concepts; training on clauses of EIDIC contracts designed for getting acquainted with rules for operation of international projects; training on advanced business English for international projects; training on the special subject of Purchase Management and Negotiation Skills designed for improving project purchase and negotiation skills; and training on accounts receivable management designed for improving the ability of projects to make collections
On March 30, 2007, CCTEC Talents Development Meeting was held. At the meeting, heads of various departments and leaders in charge of various areas exchanged information on staffing of their respective departments and on their talents development plans, straightened out the staffing and post arrangement of the company, and evaluated the ability, quality and performance of existing personnel and potential excellent talents. Through comprehensive evaluation, identify strong and weak points of key employees, discover shortcomings of the overall capacity of the organization, and develop specific plans for ability development so as to improve the overall professional capability of employees and the organization through various means.
Continued improvement in the talents development mechanism provides a better platform for employees' development, resulting in a team of high-quality talents. Striving for constant improvement of quality of the team also gives impetus to the company's development. Talents development not only is a heavy task, but has a long way to go. For CCTEC, it is a responsibility, also a power for its development.