www射-国产免费一级-欧美福利-亚洲成人福利-成人一区在线观看-亚州成人

USEUROPEAFRICAASIA 中文雙語Fran?ais
Home / Advertorial

Coca-Cola builds upon tradition of cultivating talent pool

By Zhuan Ti | China Daily | Updated: 2016-02-27 07:59

One of the world's leading multinationals, Coca-Cola Co values its employees' personal development and offers opportunities to help advance their careers.

In 1996, a young Brazilian boy named Henrique Braun joined Coca-Cola as a new management trainee at the company's headquarters in Atlanta.

When Braun started his career at Coca-Cola as a technical engineer, he had already earned a master's in industrial engineering from Michigan State University and an MBA from Georgia State University.

As he took on assignments in North America, Europe, Latin America and Asia covering the company's supply chain, business development, market innovation and operation management, his resume grew more sophisticated.

He also worked in various functions at group headquarters and at one of Coca-Cola's bottling plants. After 19 years, Braun was promoted as president of Coca-Cola Greater China and South Korea, where he is responsible for the direction of the company's third-largest global market.

Braun realized his ambition at Coca-Cola thanks mainly to the management trainee system, through which the company is committed to cultivating the talent of college graduates.

At Coca-Cola, the talent pool is the cornerstone of the company's employee system.

Coca-Cola also promotes the program in China, where it provides career development opportunities for fresh graduates.

Every new class of trainees consists of around 10 candidates for a three-year program. During those three years, trainees transfer between Coca-Cola China's various business functions to quickly bolster their professional capabilities within the system.

"The best benefit about the program is that it provides you with broad opportunities to explore and to learn, contributing to your career development and individual growth," Braun said.

"During my three years as a trainee, my biggest gain undoubtedly came from collaborating with colleagues from different backgrounds. They inspired me and contributed invaluable insights for my career path."

The Coca-Cola DNA

Collaboration between colleagues of diverse upbringings is typical at a multinational company.

Coco Lu, vice-president of human resources at Coca-Cola Greater China and South Korea, can still recall the feelings inspired by her first visit to Coca-Cola's US headquarters.

It was, she said, as if she had stepped into a miniature version of the United Nations.

The variety of English dialects she heard in the Atlanta headquarters - such as Indian English and German English, among others - led her to realize that Coca-Cola was no longer a US company, but a "United Nations company," one that would likely prove an object of fascination to any linguist who by chance dropped by.

Lu worked for nearly two years in the US headquarters human resources department before being reassigned to China last year.

In order to achieve success, a true United Nations company must draw on a large pool of talent from different cultural and geographical backgrounds, and bring that set of employees together to work toward the same goals. This sort of inclusiveness, which fosters long-lasting prosperity, is written into the Coca-Cola DNA.

Coca-Cola understands that the key for its future success lies in identifying individuals who can clearly articulate their personal visions and dreams, and matching them to the corresponding resources and systems in the company.

"Talent referral," a process through which Coca-Cola encourages its employees to develop real talent beyond the requirements of their current work, is one of the key pillars of the company's talent cultivation strategy.

Employees should maintain goals for their career paths at the company, a strong desire to pursue career development and display a commitment to work hard for it. Achieving personal goals may require them to move to another country or to give up on their existing accomplishments by moving to a new division. A strong will to embrace new challenges is of the utmost importance.

Overseas assignment is a vital element in Coca-Cola China's strategy to cultivate its future leaders.

These future leaders will be deployed in a number of essential positions and put into key decision-making roles.

Some of them will be dispatched to work at US headquarters to better understand the company's global operation model.

'Shifting focus to China'

In recent years, an increasing number of outstanding Chinese employees have been assigned to positions at headquarters or other markets, forming a strong talent pool for Coca-Cola's global network and setting up a healthy mechanism for the movement of talent.

In the China market, however, it can be difficult to convince high-end talent to transfer internationally, partly due to family and social concerns.

The proportion of Chinese families in which both husband and wife have full-time careers is the highest in the world. And an international reassignment of either husband or wife produces a variety of family-related constraints.

In order to support more international talent from China, Coca-Cola Global is discussing the possibility of "shifting the focus to China" by relocating some of its global operations positions to China and engaging Chinese employees in core global projects.

Coca-Cola will continue to provide opportunities to those who want overseas work experience, but the company will also seek to create more opportunities for those who are unable to work overseas now but have strong growth potential to help them gain global experience while staying in China.

"Although over 90 percent of Coca-Cola China's employees are local, we cannot have a one-sided view of the localization strategy," Lu said.

"In Coca-Cola Global, management also hopes to maintain an appropriate ratio between local and international employees, which helps facilitate cross-regional and cross-border exchanges and the flow of talent."

A positive and healthy corporate culture will certainly encourage employees to challenge the unknown.

However, it is a system that is based on reciprocity between employer and employee. At Coca-Cola, every employee has his or her own experiences, and there are a wide variety of career paths to choose from.

zhuanti@chinadaily.com.cn

Coca-Cola builds upon tradition of cultivating talent pool

 Coca-Cola builds upon tradition of cultivating talent pool

The management team of the Coca-Cola Greater China and South Korea. Photos provided to China Daily

(China Daily 02/27/2016 page10)

Today's Top News

Editor's picks

Most Viewed

Copyright 1995 - . All rights reserved. The content (including but not limited to text, photo, multimedia information, etc) published in this site belongs to China Daily Information Co (CDIC). Without written authorization from CDIC, such content shall not be republished or used in any form. Note: Browsers with 1024*768 or higher resolution are suggested for this site.
License for publishing multimedia online 0108263

Registration Number: 130349
FOLLOW US
主站蜘蛛池模板: 欧美亚洲免费 | 色夜视频| 国产日韩欧美另类 | 精品欧美高清一区二区免费 | 免费一区二区三区久久 | 宅女深夜福利视频在线 | 成人看片黄a在线看 | 综合久久91 | 国产精品吹潮在线播放 | 国语精品视频在线观看不卡 | 搞黄网站免费观看 | 成人国产第一区在线观看 | 黄毛片一级毛片 | 失禁h啪肉尿出来高h健身房 | 在线高清国产 | 国产欧美成人免费观看视频 | 99亚洲自拍 | 在线国产二区 | 精品自拍一区 | 一级二级三级毛片 | 92自拍视频 | 国产精品揄拍一区二区久久 | 中文字幕一区二区三区精彩视频 | 97视频免费播放观看在线视频 | 日本高清精品 | 欧美亚洲视频 | 免费一看一级毛片全播放 | 国产大乳孕妇喷奶水在线观看 | 欧美大狠狠大臿蕉香蕉大视频 | 亚洲国产第一区二区三区 | 欧美日韩看看2015永久免费 | 欧美中文字幕一区 | 日本高清免费视频www | 99久久亚洲国产高清观看 | 国产主播大尺度精品福利 | 亚洲黄色在线播放 | 日本视频在线免费观看 | 免费一区在线观看 | 成年女人免费观看视频 | 精品一区二区三区免费观看 | 真实的国产乱xxxx |