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JD从1998年中关村内的一个小作坊,经过多年不断创新突破,一跃成为一家拥有15万员工的世界五百强互联网巨无霸,为传统企业转型升级提供了范本。而JD HRBP在区域的工作,保证了集团与区域文化的传承性和一致性,推进集团与区域人才发展及战略一体化,确保集团政策与制度快速高效执行与落地,保障区域管理问题的及时诊断和解决。本文以笔者在JD成都研究院工作中所遇到的案例,较为深入的描述和分析,遇到的困难,解决的方案,改进的方向。对于正在探索跨区域管理的大中型企业,有一定的借鉴作用。
Since 1998, a small workshop in Zhongguancun, JD has become a world’s 500th largest Internet giant with 150,000 employees after years of continuous innovation and breakthroughs, providing a model for the transformation and upgrading of traditional enterprises. The work of JD HRBP in the region has ensured the inheritance and consistency of the group and the regional culture, promoted the integration of the Group and regional talents and the strategic integration, ensured the rapid and efficient implementation and landing of the Group’s policies and systems, and timely diagnosed the problems of regional management And solve. In this paper, the author of JD Chengdu Institute of work encountered in the case, a more in-depth description and analysis of the difficulties encountered to solve the program to improve the direction. For those who are exploring cross-regional management of large and medium-sized enterprises, have some reference.