As the importance attached to the Chinese market is gradually deepening, Meritor has begun to focus on cultivating excellent talents that are suitable for the company. The challenges they face are also enormous.
In May 2010, Meritor announced that it invested US$16 million to build a new factory and technology center in Nanjing to enhance its ability to provide professional technical support, advanced product solutions and localized production to Chinese customers.
Of the total investment of 16 million U.S. dollars, 8 million U.S. dollars will be used to build the Nanjing Technology R&D Center. It will also become a new member of Meritor's five global R&D centers. Jason Apter, Executive Director of China and South Korea, said: “This major investment shows that the strategic deployment of Meritor's aggressive expansion of its business in the Chinese market has also further demonstrated its long-term commitment to China and the Asia Pacific region.â€
The high potential of emerging markets is exactly the reason why the 102-year-old established company started to increase investment. In fiscal year 2010, as the largest manufacturer of heavy truck axles and brakes in North America and Europe, Meritor's worldwide sales were US$3.6 billion (excluding light vehicle business), of which Asia Pacific accounted for 14%. With the scale of Meritor's business In China's rapid expansion, the demand for talented people, especially those with high overall quality, has also rapidly increased. In the past year, the company has double-digit growth in the number of new employees in China, and it is expected that this increase will remain basically unchanged in the next two to three years.
However, the actual situation of the Chinese talent market is not optimistic. Driven by the Chinese government’s economic stimulus policies, the impact of the global financial crisis has gradually diminished. Many multinational corporations have experienced rapid growth in their business in China. Before that, the backlog of talent demand has shown blowouts, and the successful internationalization of private enterprises has exacerbated the fierce competition for talent. In addition, the long training cycle of employees, difficulty in retaining talents, and cultural differences are all issues that companies must urgently solve.
“The sustainable development of enterprises needs innovation. How to manage and develop good people in emerging markets is the basis for the development of our business,†said Wu Xueyu, human resources director of Meritor Asia Pacific.
Based on such considerations, Meritor began conducting corporate culture research throughout the company in 2010 and sought to improve the results of the survey.
For example, in 2010, the company took the lead in launching the President’s Dragon Team project in China. Through organizing high-potential outstanding employees to visit the US headquarters and factories, they will experience the company’s history, culture, and technology development in multiple ways. Face-to-face exchanges with the world’s highest executive management will help the company’s senior executives better understand Chinese employees and culture. The excellent performance achieved by employees promotes cross-departmental cross-departmental cultural and technological exchanges. Not only that, after the project team members returned to China, the company appointed them to lead the corporate culture change project and cultivate these employees to further develop their leadership skills in practice. At the same time, they will bring their feelings back to the country and share it with their colleagues, which will in turn influence more employees around them. This cultural innovation has been widely appreciated by employees.
At the same time, Meritor also realized that the change of corporate culture is not a matter of overnight. At the moment of rapid business development, it is more important to recruit, cultivate and retain key corporate talent. “In our industry, recruiting senior management personnel takes at least one year, senior technical talent takes six to twelve months, and our talent training cycle takes one and a half to two years. HR faces enormous challenges.†Wu Xueyu Said, "So in our performance-oriented, pursuing excellence and having a multicultural enterprise, it is critical to find employees who meet the company's values ​​and help them develop themselves."
Extruded Desulfurization Extruded Activated Carbon
Extruded Desulfurization Extruded Activated Carbon,Carbon Activated,Bulk Activated Carbon,Activated Carbon For Waste Gas
Shanxi Xinhui Activated Carbon Co.,Ltd. , https://www.shanxixinhuicarbon.com