在当今这个跳槽现象普遍盛行的时代,为什么微软能够“生产”数以千计的百万富翁,且他们许多人在取得经济独立后,仍对公司忠心耿耿,仍继续留在微软工作?请看微软高效的人才管理模式 “智力高于一切”的选人模式盖茨先生视企业“招募人才”为“直接收益”从优秀人才中选择更为优秀者,这是微软的选才政策。如1988年到1994年间,微软每年从大约12万应聘者中挑选150-175名员工。其次是严把“入门”关,即在使用之前就对应聘者进行严格评估。第三是对刚毕业的大学生情有独钟,其新雇员的89%以上是从大学招募而来的。因为刚出校门的年轻人更愿意学习,更乐于提出新见解,贯彻微软开发软件的方针和办法更彻底。 “宁缺勿滥”的用人原则即使某个重要职位长期空缺,微软也不会找一个不称职的员工,而要将位置留 In today’s era of widespread job-hopping, why can Microsoft “manufacture” thousands of millionaires, and many of them still loyal to the company after gaining economic independence and still remain at Microsoft? See Microsoft’s Efficient Talent Management Model: “Intelligence is Above Everything else’s” Mr. Gates regards companies as “recruiting talents” as “direct benefits” to choose the best among outstanding talents. This is Microsoft’s selection policy. From 1988 to 1994, Microsoft selected 150-175 employees from approximately 120,000 applicants each year. Followed by strict “entry ” off, that is, before the use of the corresponding candidates for a rigorous assessment. The third is a soft spot for newly graduated college students. More than 89% of their new employees are recruited from universities. Because the young people who have just come out of school are more willing to learn, they are more willing to put forward new ideas and implement the principles and methods of developing software more thoroughly. Employing the principle of “rather than indiscriminately” Even if a major position is left vacant for a long time, Microsoft will not find an incompetent employee, but will stay in position.