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A series of lectures called the “ENFI Forum” have received high response among the ENFI employees in China since May 2008. As of now, six ENFI lectures have been given by the Human Resources Department, which are: “How to improve the independent innovative capacity of the enterprise under a free market” given by Hu Zhijian, head of the Policy & Industry Department under the Ministry of Science & Technology; “Characteristics of Overseas Resource Cooperation Projects and Risk Aversion”, given by Wu Xilin, head of the Foreign Economic Cooperation Department under the Ministry of Commerce; “Expand Your International Prospects” given by Academician Yu Runcang; “Development Status and Future Trends of International Photovoltaic Industry” given by Zhao Yuwen, director of the Photovoltaic Committee under the Chinese Academy of Regenerative Resources; “How to Keep Healthy with Traditional Chinese Medicine” given by Liu Tonghua, a doctor of the Beijing University of Traditional Chinese Medicine; and, “Building and Design Concepts for Next Generation Houses” given by internationally renowned Architect He Xianyi. In the future, lectures on property management, career planning and so on will be arranged.
A representative of the Human Resources Department told us that they would get some feedback on the training of the ENFI lectures. If the employees were satisfied with it, the training would continue as a training brand. In fact, this activity was not held by accident. It is just an example of how ENFI greatly values the education and training of its employees and enhances the development of human resources. Another purpose of the training is to provide a learning atmosphere for the employees. The employees not only get paid for their work but they can also obtain opportunities for career development.
In HP, the idea of “we employ you and train you” has been deeply inculcated by each and every one of the staff. In ENFI, the win-win training concept of “base everything on the employees and train talents for the enterprise” has been gradually accepted and recognized.
Join ENFI to achieve common development
An employee named Lianboli shared his thoughts online in the ENFI forum after he came back from the development workshop in Shunyi. He wrote that “the workshop was just like experiencing a concentrated life, there is love, challenge, success, failure and many other unexpected gains.” Among the post trainings in ENFI, the development training described by Lianboli has been an indispensable part.
Since 2002, ENFI employed a large number of outstanding graduates and the talent structure is shaped like a dumbbell. To make the new employees grow rapidly, the training of new employees has become one of the key aspects of the training work. Each new employee of ENFI will get a post training note, the training contents relate to personnel affairs, financial systems, post behaviors and corporate culture. Also the training includes developing professional knowledge and skills. The new employee training can not only help them get familiarized with the new environment and help them adapt to the work as soon as possible but also plan a career for them, playing an active role in the promotion and growth of the employees.
ENFI has set up a continuous, hierarchical and classified human resource learning and development system according to the principle of “satisfy the post needs at first, develop the potential if possible”. Deferential study is advocated in ENFI and the employees can select their training plans according to their post needs and their personal development goals. This principle is consistently implemented throughout the post training of new employees. For instance, each department will provide the new employees training according to the post needs in addition to the training organized by the human resources department. The lecturers are mostly internal personnel, such as the department director, director engineer, senior technician and so on. In addition, the training organized by each department also applies an excellent tradition of ENFI---the tutor system. A tutor will be appointed for the new employee according to the specialty, project and characteristics of the employee. The documentation on the “Tutor System” was revised recently by ENFI to guarantee the implementation of the system by regulation. Facts have proven that the tutor system has played an active role in carrying forward the excellent enterprise culture and in promoting the growth of the young employees.
Forge a development platform depending on the talents
“To base everything on the talents” is the most basic view of value in ENFI. Guided by this philosophy, ENFI has always been dedicated to changing the interest platform into a career platform and creating a reasonable system and mechanism to continuously exert the potential of each employee. In June 2007, ENFI underwent a major reorganization and more than 20 new managerial staff were appointed bringing in fresh blood to the management group and providing a strong impetus for the development of the enterprise.
“At first, the biggest problem was interpersonal relations. I didn’t know what I had to do at that time and I was in urgent need of guidance from the others” said Wang Bo, director of the Architecture Sub-division under the Design Department.
Many young directors encountered the same problem like Wang Bo. To improve the management capacity, the human resources department spent six weekends to provide face-to-face training on management theories for the subdivision directors so that they can systematically get training on basic management theories, art of leadership, building teamwork and motivating employees and so on at the onset. The human resources department described it as “learning to swim in the pool” when they summarized the effect of the training. “The training was presented by introducing common cases and treatment methods, which were easy to understand and remember”, said Wang Bo.
In 2005, a medium-term and long-term strategic development goal was formulated by ENFI based on its technical advantages. The business sectors were adjusted on this basis to form a new business structure dominated by integrated projects, new materials and BOT/BOO environmental project. Under such expansion, ENFI was in urgent need of a batch of management personnel who had international vision and knowhow in technology, management, communication and coordination. To adapt to the new situation, the human resources department organized trainings in English, project management, design, management theories and so on. For instance, ENFI selected six senior managers in 2006 to attend a training course held by the China Nonferrous Metal Association and seven intermediate mangers to attend a project management workshop held by the Tsinghua University. These trainings not only bring fresh vitality for the enterprise but also provide a chance for the attendees to improve their quality in an all-round way. “The company will provide powerful financial support so long as the training need is reasonable”, said a representative of the human resources department.
Conclusion
Market competition is in fact a competition among talents. The requirements for the employees will be higher when ENFI begins its fast track development. Highly competent talents can be employed from the outside or be obtained by training the internal staff. The education and training within the enterprise has become an important part and the key link of human resources development.
At the same time, the high-speed development of ENFI and the systematic training also provide a broad development platform and a brighter future for the employees. The training enriches the employees and provides each employee the potential to realize their greatest value. This kind of potential has long-term effects and is the endless source for the employees to realize their value and create wealth.