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内部选拔提升机制是宝洁广为人知的一种人才培养方式,但这种“含辛茹苦”的长时间培养可能使当今一代急于实现自我价值的年轻人缺乏耐心而出逃,更容易遭到财大气粗的互联网公司无情地“挖角”。纵观这些年“宝洁系”高管的出走之路,可能并不像在宝洁内部那样一路平步青云。无论从思维,节奏还是文化上都遭遇了水土不服。在执掌京东集团市场部一年后,原前宝洁中国区美尚事业总裁、时任京东集团副总裁熊青云被调离,降级为京东集团首席品牌官,在此之前,她曾是宝洁华人第一女高管。阿里研究院网规研究中心主任阿拉木斯分析指出:当宝洁一个高级别的职
The internal selection and promotion mechanism is one of P & G’s well-known ways of training qualified personnel. However, this long-term cultivation of “hard work” may make the current generation of eager young men eager to achieve self-esteem fled and are more exposed to the wealth of Internet companies Ruthless “digging angle ”. Throughout these years “Procter & Gamble ” executives leaving the road, may not be the same way as the Procter & Gamble within the same level of growth. In terms of thinking, rhythm or culture have suffered acclimatized. After a year in charge of the marketing department of Jingdong Group, former former director of P & G China Mei Xuan, then Xiong Qingyun, vice president of Jingdong Group, was transferred to relegated to JD.com’s chief brand officer before she was a Proctor & Gamble A female executive. Ala Mous, director of Ali Research Institute Network Planning Research pointed out: When P & G a high-level post