巴铎表示:“很多人都想当然地认为,管理者级别越高,就越不需要通过入职培训适应公司环境。但毫无疑问的是,如果公司有行之有效的入职培训,经理人就不用浪费大量时间自己摸索。
Sometimes companies forget to ensure very basic knowledge. One company Mr Bardoe worked for had an online system to approve requests but “the system didn’t recognise me because I never sat down with HR.
有时企业会忘记要确保新入职的经理人对公司的情况有最基本的了解。巴铎曾经工作过的一家公司有一个线上审批系统,但他表示“我没有登录该系统的权限,因为我从未和人力部门的负责人坐下来聊过。
He says companies that quickly acquaint a new executive with their colleagues, such as asking senior executives to comment and take part right at the start in the interview process, make it easier for them to build networks quickly.
他指出,如果公司能将新入职的经理人迅速介绍给其他同事——例如邀请高层从最初的招聘流程就参与进来并发表意见——新入职的经理人便能更加容易地快速建立起人际关系网。
He once left a company within the first three months because he felt he was given “unrealistic scenarios at the selection process. “I think it doesn’t hurt you as much to get out in the first three months if it isn’t working out, he says. “You need to have a tough conversation and getting out early leaves you less damaged.
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2020-09-15
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