月度归档: 2011 年 9 月

  • 2011年中国最适宜工作的公司(榜单)

    在中国,自2003年开始,《财富》(中文版)便与韬睿惠悦合作,每两年一次进行“卓越雇主——中国最适宜的公司”的调查,今年是第五次。目前,该调查已经成为中国大陆市场上参与公司最多、影响最大的雇主调研。

    调查方法

    2011年韬睿惠悦与《财富》(中文版)“卓越雇主——中国最适宜工作的公司”评选采用韬睿惠悦2011年最新的员工态度调查问卷,根据各家参与企业“敬业度指数”的得分来甄选出“卓越雇主”。为确保整体调查的质量和“卓越雇主”评选的公正性,所有参选公司需要经过以下审核:

     

    一、企业基本条件审核:

     

    参与企业必须在中国大陆地区经营2年以上,且全职员工人数在100人以上。

     

    二、回复率审核:

     

    参与公司必须符合调查的回复率要求,即全职员工人数在100-500人,问卷回复率不低于60%;人数在501-1000人,回复率不低于50%;人数在1001-2000人,回复率不低于40%;人数大于2000人,回复率则不低于30%。

     

    三、 其他内容审核:

     

    此项审查由韬睿惠悦通过电话回访和抽查相关人员的形式完成,包括审核公司所提供的基本信息是否准确;公司是否已经告知所有员工均有机会参与调查;如员工已被公司提前告知参与调查的目的旨在参选“卓越雇主”,则该公司的调查结果无效。

    以下为排行榜榜单

    上榜公司 总部所在地 所属行业 总裁/总经理
    百胜餐饮集团中国事业部# 上海市 餐饮 苏敬轼
    东方证券股份有限公司 上海市 证券 金文忠
    东风日产乘用车公司# 广州市 汽车 松元史明
    多美滋婴幼儿食品有限公司# 上海市 消费品 卢敏放
    华泰人寿保险股份有限公司# 北京市 保险 殷晓松
    汇添富基金管理有限公司# 上海市 基金 林利军
    杰尼亚贸易(上海)有限公司# 上海市 奢侈品零售 Paolo Zegna
    京东商城# 北京市 无店面零售 刘强东
    路易威登中国有限公司# 上海市 奢侈品零售 施安德
    绿叶制药集团# 烟台市 医药 刘殿波
    玫琳凯(中国)化妆品有限公司 杭州市 消费品 麦予甫
    孟山都中国 北京市 农业 艾博文
    内蒙古小肥羊餐饮连锁有限公司# 包头市 餐饮连锁 卢文兵
    普莱克斯(中国)投资有限公司# 北京市 制造 何岷达
    如新(中国)日用保健品有限公司# 上海市 消费品 范家辉
    三一重工股份有限公司# 长沙市 制造 向文波
    深信服科技有限公司 深圳市 高科技 何朝曦
    苏宁电器股份有限公司# 南京市 家电连锁 金明
    沃尔玛(中国)投资有限公司 深圳市 零售 陈耀昌
    无限极(中国)有限公司 广州市 消费品 李惠森
    (#)-为2011年新上榜公司。
    (*)-排名不分先后,公司名称依照汉语拼音首位字母排序。
  • JD-Enterprise Architect,Infrastructure,FSI Industry

    If you are considering a move and would like to discuss this opportunities, please contact me directly at alan.luo@freegeeker.com Mandrian is Must for this position.

    Full Job Description in WORD download here JD_EnterpriseArchitect.doc

    Role Description

    Enterprise Architect

    Role Overview (Regional / Country Pursuit Team – Enterprise Architect):

    The Enterprise Architect function within the Pursuit Team takes on the important responsibility of supporting the Consulting Partners in various Business development and Project delivery efforts including, but not limited to, identifying sub-optimal IT scenarios; approaching clients for validation; collecting key forensics to solidify observations; engaging in dialog with clients to establish business cases; developing required pricing schemes and proposals to enable Consulting Partners to ask for the work as well as on-boarding key team members to deliver project requirements.

     

    Scope of Activities:

     

    Summary:

    • Serve as the technology evangelist on the pursuit team and work with other members to develop an integrated and holistic solution that differentiates the COMPANY value proposition and demonstrates superior business value
    • Work with client executives to understand business priorities and realign their IT strategies to support them.  Scope to include all aspects of the technology consulting lifecycle, from IT strategy, service strategy, architecture planning, solution development, through installation and deployment
    • Architect solutions that span and integrate the full scope of COMPANY’s offerings
    • Lead the industry in emerging and/or complex technologies, theories, and techniques
    • Perform assessments/gap analysis of client enterprise architecture domains
    • Deliver transformation roadmaps, optimization and standardization strategies
    • Support AGMs/AMs, Consulting Partners and Principals in establishing COMPANY as a trusted advisor and strategic partner in key accounts
    • Negotiate and influence senior leadership

     

    Portfolio Definition and Maintenance

    • Initiate, with the Consulting Partner/AGM, sales initiatives relevant to technology concepts to further the COMPANY Agenda. Participate in the sales efforts, including client presentations.
    • Identify technology/architecture issues related to deficient patterns and methods, and identify and promote a solution for broader application to other clients
    • Analyze client current state including business and cultural/political drivers
    • Identify specific client concerns and drivers for engagement
    • Leverage standard collateral to create proposals that addresses client needs
    • Develop presentations and engage with client to demonstrate knowledge of their environment and ability to create positive change
    • Establish client relationships and credibility to support client buying decisions
    • Develop specific client proposals, including SOW, deliverables, and project schedule
    • Solid and regular communications with COMPANY Product Managers (hardware & software)

     

    Services Engagement (Sales)

    • Initiate, with the Consulting Partner/AGM, sales initiatives relevant to technology concepts to further the COMPANY Agenda. Participate in the sales efforts, including client presentations.
    • Identify technology/architecture issues related to deficient patterns and methods, and identify and promote a solution for broader application to other clients
    • Analyze client current state including business, cultural/political and financial drivers
    • Identify specific client concerns and drivers for engagement
    • Leverage standard collateral to create proposals that addresses client needs
    • Develop presentations and engage with client to demonstrate knowledge of their environment and ability to create positive change
    • Establish client relationships and credibility to support client buying decisions
    • Develop specific client proposals, including SOW, deliverables, and project schedule
    • Solid and regular communications with COMPANY Product Managers (hardware & software)
    • Establish demand generation campaigns for Service offerings and Solutions
    • Perform training to Partners, Channel and Delivery team
    • Support complex sales process for RFI, RFP, ABP
    • Project initiation to onboard key team members and perform Delivery oversight for sold engagements

     

    Service Delivery

    • Correspond with Global SITAS on regional conditions: market needs, competitive environment, channel effectiveness, methodology and priorities
    • Conduct Service line Staffing/Recruiting plans as well as financial planning/forecasts and investment analysis
    • Regionalize service offerings: maintain regional websites and local collateral
    • Perform Demand Generation functions: identify high potential buying triggers and/or clients; establish campaigns (targets, collateral, etc.); coordinate with COMPANY teams at high potential clients; coordinate with partners and channels (internal and external); and coordinate Sales/Marketing events
    • Identify and make ready tiger and support team
    • Ensure sufficient training intensity for Pursuit team
    • Provide QA assistance to key projects involving architecture patterns
    • Assume interim client roles of “Chief Architect” where insightful and high-touch involvement is required
    • Provide ongoing point of contact for client communications and concerns
    • Participate in the delivery and client acceptance of all contractual obligations
    • Assure quality of consulting services (e.g., workshops) and artifacts
    • Capture and communicate lessons learned; participate in KM initiatives
    • Project management with a multi-vendor project

     

    REQUIRED SKILLS/KNOWLEDGE AND EXPERIENCES:

    Skills/Knowledge

    • Qualified Enterprise Architect should possess deep knowledge in at least one of the following three tracks: Technology, Cross-Domain and Performance.
    • Working knowledge across the entire spectrum of TechnologyEnterprise Architecture competencies, in addition to being proficient in common framework like TOGAF, and have expert knowledge in at least 1-2 of the following competencies:
      • Applications. Working level understanding on popular industrial-strength application architecture: Client/Server; N-tiered (MVC); SOA; CORBA; COM; J2EE, .NET; SAP Netweaver; Peoplesoft Internet Architecture; Oracle Application Object Library architecture; Siebel web service architecture, etc.
      • Data. Well-versed in various industry popular data/information storage/retrieval scheme like XML – XSLT/XSL; relational; etc., data processing scheme like Star, Snowflake, etc., and data integration scheme like Tibco Rendezvous; J2EE JMS; IBM MQ; CORBA IIOP, Java RMI JRMP, etc.
      • Infrastructure. In-depth insight in the areas of Storage topology: SAN vs. NAS vs. direct attach; Networking technologies like DWDM, MPLS, SONET; server architecture like SMP, NUMA, loosely-coupled; MPP, etc.;
      • Facility. Conceptual understanding in the areas of power, pipe and rack as well as DR technologies and principle like EMC TimeFinder, SRDF/S, SRFD/A
    • Solid working knowledge across the entire spectrum of Cross-DomainEnterprise Architecture competencies
      • Good conceptual knowledge of COMPANY’s product portfolio (hardware and software) and value-added services
      • Solid understanding of SOA and EAI
      • Robust understanding of J2EE and .NET, including pros & cons
      • Fluency in major software and hardware components for the power, pipe and rack as well as for server, SAN storage, networking, etc.
      • Conceptual understanding of cloud computing, including public vs. private
      • Design patterns for large scale system implementation
      • Basic understanding of high availability, business continuity, disaster recovery on at least an application level
      • Keen understanding of N-Tiered architecture and application design patterns
    • Solid working knowledge across the entire spectrum of Performance-focused Enterprise Architecture competencies
      • Good conceptual knowledge of COMPANY’s product portfolio (hardware and software) and value-added services
      • Solid understanding and development insight of SOA and EAI
      • Robust understanding (and even coding know-how) of J2EE and .NET, including pros & cons and/or expert hands-on knowledge with Oracle database and its sister offerings
      • Deep architectural knowledge of Oracle’s clustering technologies (RAC and CRS) in the area of High Availability and Scalability
      • Strong know-how in optimizing SQL statements, especially in the areas of re-write using hints, stored outlines and cursor execution management.
      • Fluency in major software and hardware components for the power, pipe and rack as well as for server, SAN storage, networking, etc.
      • Conceptual understanding of cloud computing, including public vs. private
      • Design patterns for large scale system implementation
      • Basic understanding of high availability, business continuity, disaster recovery on at least an application level
      • Keen understanding of N-Tiered architecture and application design patterns
    • Must excel at business development and sales, and identify follow-on and new business opportunities of substance across COMPANY products and services
    • Must possess both business and IT acumen and be comfortable dealing with ambiguity
    • Must be able to work at all levels of the client organization, in particular the CxO level
    • Must be conversant with a wide range of client technical staff on a variety of technical and architectural topics
    • Must have command knowledge of technical methodologies and frameworks for large scale architectures
    • Ability to be recognized as a leading Enterprise Architect in at least one industry
    • Robust product knowledge on key enterprise architectures and frameworks especially within the COMPANY product set
    • Conceptual understanding of cloud computing, including public vs. private vs. internal
    • Basic understanding of building blocks for high availability, business continuity, disaster recovery
    • Keen understanding of N-Tiered architecture and application design patterns
    • Ability to develop, apply and adapt methods, tools and templates
    • Capability to document repeatable processes, create training materials, and conduct knowledge transfer to both internal staff and to clients
    • Experience with knowledge management, including collateral development and reuse

    Professional

    • Ability to engage and develop/maintain relationships at executive/CxO level
    • Consultative Selling and Negotiation skills
    • Executive presentation skills, verbal and written
    • Workshop facilitation, interviewing and presentation skills
    • Structured problem solving and analysis experience and qualifications
    • Strong business case writing and development
    • Excellent leadership and interpersonal skills
    • Understanding of cultural and political climates of an enterprise and how to navigate within
    • Ability to scope a program of requirements, and perform Program/Project Management

    Experience

    • 10+ years senior level consulting experience, including direct involvement with executive-level issues and complex IT/business problem solving, where business outcomes are dependent on the precise deployment of IT.
    • 10-15+ years within IT services designing and deploying large scale architectures
    • 5-10+ years in designing and deploying a broad spectrum of Enterprise Architecture competencies (applications, data, infrastructure, etc.)
    • 5+ years in designing and deploying in an area of specialized Enterprise Architecture competency area
    • Solid work history (5-10+ projects) in (IT) architecture and design, at least on a divisional level of enterprise architecture

    Certifications

    • BS Degree with technical discipline from an accredited institution

    KEY CHARACTERISTICS:

    • Team Player; Works well with others
    • Recognized thought leader
    • Respected team leader
    • Self starter/Self motivated
    • Excellent interpersonal skills; Charismatic
    • Excellent analytical and technical skills
    • Agnostic towards technology choices; client value is first priority
    • Intellectual integrity
    • Motivated by the longer term

     

    PERFORMANCE EXPECTATIONS/MEASURES:

     

    • Utilization    <50%, reflects focus on Business Development and sales
    • Travel    >50%, although wherever possible work/life balance is always considered and local clients are favored
    • Quality     Focal Point Reviews (FPR) performed formally annually, informally at a 6-month interval.  Quality Reviews performed on project-by-project basis
  • 婚礼仪式堂视频 Alan & Elaine (高清)

    忠心感谢您们见证了我们人生中最重要的时刻~!承蒙您的怜爱和祝福,我们今后的生活会更加幸福美满。

     

    – Bb & Zz

    以下为婚礼当天仪式堂高清视频,密码为当日YYYYMMDD.

    优酷网站播放地址
    Flash可全屏播放版地址 

     亲爱的朋友们!我们刚参与了好玩又好看的晶派婚礼活动,并DIY了自己的晶派瞬间,快来支持我们吧!活动链接: http://www.happybox100.com/opusdetail.aspx?id=789

     

  • 中秋快乐!FreeGeeker自由奇客的Fans

    值此中秋佳节之际,“FreeGeeker自由奇客” 送上最诚挚的祝福,愿您阖家团圆,幸福安康~!

    中秋节,农历八月十五,我国的传统节日之一。关于节日起源有很多种说法,也有很多关于这天的传说和传统。中秋节与春节、清明节、端午节并称为中国汉族的四大传统节日。自2008年起中秋节被列为国家法定节假日。国家非常重视非物质文化遗产的保护,2006年5月20日,该节日经国务院批准列入第一批国家级非物质文化遗产名录。

    2011年中秋节祝福短信

    1 好朋友我喊你尽情吃月饼了,第一口,祝祖国繁荣昌盛!第二口,祝我们幸福安康!第三口,不要掉渣砸到小强! 第四口,吃完了吧,请君结账!
    2 十月的天空,飘荡着白云的从容;十月的金秋,挥洒着大地的丰收;十月的盛典,洋溢着祖国的欢颜;十月的祝福,发送着思念的倾注,祝十全十美。
    3 国庆六十中秋月儿圆圆你和我其乐融融团团圆圆共享一个九州方圆OK,环宇万年婵娟嫦娥团团我和你共享团圆共享天天共享一个千里婵娟OK,横批……
    4 国庆中秋双喜临家家户户喜盈门户户见囍囍囍囍,政通人和福双至千家万户门迎囍家家瞧乐乐乐乐,横批–普天同庆.
    5 国兴国强国富国荣我们的祖国繁荣昌盛一片生机屹立东方,家旺家盛家和家顺我们的母亲无比鼎盛万物畅达寰宇敞亮.横批:普天同庆。

    6 一份缘分一份甜,一份真情在心间;一份问候一份爱,一份温馨御秋寒;一份牵挂一份情,一份短信送温暖!祝您中秋愉快!
    7 中秋圆月挂天边,送条短信陪你玩。想买月饼送给你,一摸口袋没有钱;想买鲜花送给你,没领工资已半年。只有祝福送给你,祝你生活比蜜甜!
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    10 嫦娥当老板了,独家经营着一家吉祥如意月饼店,听说中秋能品尝一块,就会幸福美好,跟你套套关系帮弄一块,你曾被贬到猪圈,嫦娥内疚肯定会……
    11 自古中秋月最明,凉风习习夜清清;十五月亮十六圆,团圆日子浓浓情;天上星星亮晶晶,祝福心愿一声声;愿你中秋尽欢乐,好运连连伴你行!
    12 月圆时光,银光茫茫,秋风袭来,带走相思。中秋时节,人月共圆,风起青丝,寄来相思。凉凉天气,暖暖情意,这个季节,唯独想你!

     

  • 著名国际猎头公司海士国际(Hax International)推出“外籍猎头”服务

    2011年9月1日,著名国际猎头公司海士国际(Hax International)悄然在华推出了外籍人才寻访业务,俗称“外籍猎头”服务。据悉,此举将解决中国民营企业国际化人才需求的燃眉之急,首批供应的外籍人才将达500名,覆盖高中低多个层面。

    2011 年,中国经济平稳发展,加速全球化进程,人民币升值,国际经济复苏,都对中国企业产生了巨大影响。出于管理升级、国际市场开拓与团队国际化的需求,越来越多的民营企业开始了对外籍人才的寻访与猎取。“我们为什么要聘用外籍人才?我们需要和美国那边沟通,我们的翻译是中国人,语言方面大致没有问题,但从文化角度就差很多,所以,聘用外国精英,可以让我们节省很多隐性成本,更好地融入国外市场。”

      实际上,类似于这种沟通式人才的需求只是占据了不到1/3的位置。许多中国民营企业雇佣外籍人才,也从技术提升、团队国际化与管理的方面考究。如一家民营企业,由于技术的需要,聘请了许多外国专家。刚开始外国专家人数不多的时候,中国老板还能比划着和他们沟通,但伴随着企业规模扩大,外国专家成了专家团,这个时候就需要有外籍的管理人才介入才可以“洋人管洋人”。

    外籍猎头服务,对于许多中国民营企业家来说,还是第一次接触。实际上,尽管之前已经有许多“洋猎头”公司,也有一些不成规模的“猎洋头”的举动,但毕竟规模很小,没有专门的服务来为中国民营企业服务,其需要的人才层次也不高,所以有的企业主就干脆直接到当地的外国语大学去寻访一些留学生就成了。

    据海士国际透露,作为世界500强的中国猎头首选伙伴,海士国际十分明白,中高层次的外籍人才寻访,对普通中国民营企业来说,直接操作仍然有许多障碍。第一,民营企业的管理团队,外语沟通依然很难说全部达到流畅水平;第二,民营企业寻访的途径比较有限,甚至有的通过国内的网络招聘外国精英,是不太现实的;第三,民营企业对如何甄别人才,引进人才,建立人才储备库没有经验,所以容易走一些弯路。

    为了对中国民营企业家提供一流的外籍人才寻访服务,海士国际在推出外籍猎头服务之前,便做了充分准备,首先,邀请了在外籍猎头服务方面具有丰富经验的ROBORT与HELEN加盟,以他们为核心,组成了专门的外籍猎头工作小组;其次,建立了中国领先的外籍人才库;最后,以服务世界500强的多年国际猎头运作经验,专门针对中国民营企业,对外籍猎头业务进行了全面流程梳理,使之更加适应中国国情。

    在走访多位民营企业家的过程中,他/她们均对外籍猎头服务表示了浓厚兴趣,也提出了许多问题,如猎选外籍人才花费如何 ? 是否高昂不下 ?外籍人才怎么定位其作用?如何发挥其最大效能?海士国际也表示,将适时公布这些问题的答案。如果中国民营企业家有什么疑惑,也可以致电或电邮海士国际外籍猎头业务的小组成员,他们将提供免费咨询:

    HELEN: 010 58690411, helenge@haxinternational.com

    ROBERT: 010 58690411, robertluo@haxinternational.com

  • CEO也是高危职业, 雅虎解除巴茨CEO职务 附邮件原文

    雅虎(Yahoo)已宣布,解除卡罗尔•巴茨(Carol Bartz)首席执行官的职务。此举距巴茨出任这一职位不到三年时间。此前投资者已持续抱怨雅虎股价持续下跌,增长低迷,在亚洲的投资遭遇困难。雅虎是全球访问量最大的网站之一。

    巴茨在周二晚间发给员工的一封简短的电子邮件中称,她已经被雅虎董事长罗伊•博斯托克(Roy Bostock)“在电话中”解雇,并希望其他员工好运。

    雅虎在随后召开的记者招待会上表示,董事会已经任命首席财务官蒂姆•莫斯(Tim Morse)担任临时首席执行官,并在寻找下一个正式的首席执行官。

    此举消息一出,投资者就表示了欢迎。在盘后交易中,雅虎股价较收盘价12.91美元上涨逾6%。目前的股价大约相当于巴茨2009年1月加入雅虎时的股价,但远低于2008年微软(Microsoft)提出收购要约时给出的价格。

    曾担任设计软件制造商Autodesk首席执行官的巴茨,在被任命之初受到雅虎股东的欢迎。在她上任前,微软曾愿意支付高额溢价收购雅虎,以支持其搜索引擎与谷歌(Google)展开竞争,但巴茨的前任领导层没有接受这一收购要约。

    但是巴茨上任不到一年,就因为与微软达成了一项更有限的合作协议而遭到抨击。在这笔交易中,雅虎使用微软服务提供搜索结果中自动生成的那个部分,这样做虽然节省了开发资金,但也分流了广告收入。

    这种复杂的安排未能产生高管们预期的广告收入。与此同时,雅虎用户在其网站上的停留时间,已经远远落后于Facebook和Twitter等更具创新力、

    更年轻的公司。

    这使得雅虎的展示广告收入也停滞不前,而雅虎在这个领域曾长期占据北美头把交椅。研究公司eMarketer在6月预测,今年Facebook将在这一领域超越雅虎。

    雅虎在巴茨任内至少进行了两轮较大规模裁员,其间她试图重新确定雅虎的核心优势,并向广告客户推销高级套餐服务。

    巴茨遭受的最后一击,或许是她对雅虎仅剩的最具价值资产中的两项——在雅虎日本(Yahoo Japan)和阿里巴巴集团(Alibaba Group)的少数股权投资——的处置。

    迫于股东压力,巴茨先前已经表示,雅虎正在想办法将所持的软银(Softbank)旗下雅虎日本的股份变现,同时避免因为直接出售股权而被客以税收罚金。

    虽然关于雅虎日本的谈判是在私下展开,但雅虎与阿里巴巴及其创始人马云的争吵却以令人难堪的方式呈现在公众面前。

    中国最大的电子商务公司——阿里巴巴将旗下在线支付公司的控制权转让给一家由马云控股的公司,而没有设定该公司对阿里巴巴的补偿条款。雅虎拥有阿里巴巴的一个董事会席位,但声称事后才得知该项转让交易。这让人质疑这笔交易是否会进一步挤压阿里巴巴的价值。

    经过数月谈判,阿里巴巴于7月同意保留支付宝(Alipay)37.5%的股份,也就是说,如果支付宝上市,阿里巴巴将从支付宝获得20亿至60亿美元的补偿,外加知识产权使用费用。

    罗尔•巴茨(Carol Bartz)发给Yahoo员工的邮件

    CFO Tim Morse担任临时CEO

    Bartz ousted as Yahoo chief executive

    Carol Bartz was summarily dismissed as Yahoo chief executive after less than three years atop one of the world’s most-visited internet sites amid continuing investor complaints about its sagging stock price, low growth and difficulty with Asian investments.

    In a terse e-mail to employees sent late on Tuesday, Ms Bartz said that she had been ousted “over the phone” in a conversation with Roy Bostock, Yahoo chairman, and that she wished remaining employees luck.

    Yahoo said in a subsequent press release that the board had named Tim Morse, chief financial officer, as interim chief executive as it seeks a permanent replacement.

    Investors cheered early word of the change, sending Yahoo shares up more than 6 per cent in after-hours trading from a closing price of $12.91. That is about the level they traded at when Ms Bartz joined the company in January 2009 and well below the price offered in a takeover bid from Microsoft the year before.

    Ms Bartz, formerly the chief executive of design software maker Autodesk, was initially greeted warmly by Yahoo shareholders after the previous leadership failed to consummate an acquisition by Microsoft, which was willing to pay a large premium to bolster its search-engine competition with Google.

    But Ms Bartz came under fire before her first year was up after negotiating a more limited alliance with Microsoft. In that deal, Yahoo tapped Microsoft to produce the automated part of its search results, saving development money but splitting ad revenue.

    The complex arrangement has failed to generate as much advertising revenue as executives had predicted. In the meantime, Yahoo has shown nowhere near the growth in user time spent on its site as more innovative and younger companies, such as Facebook and Twitter.

    That has kept display advertising revenue, where Yahoo had long been the top player in North America, hobbled as well. Researcher firm eMarketer predicted in June that Facebook would pass Yahoo in that category this year.

    Yahoo had at least two major rounds of job cuts under Ms Bartz as she tried to refocus the company on core strengths and pitch advertisers on premium packages.

    The final strike against Ms Bartz may have been her handling of two of Yahoo’s most valuable remaining possessions, minority investments in Yahoo Japan and in Alibaba Group.

    Under shareholder pressure, Ms Bartz has said Yahoo is exploring ways to monetise the stake in Softbank’s Japanese Yahoo network without the tax penalty that would come with an outright sale.

    But though those talks continue in private, a fight with Alibaba and its founder Jack Ma has played out in an embarrassingly public way.

    Alibaba, which is the largest e-commerce company in China, turned over control of its online payments unit to a group run by Mr Ma without establishing terms for the group to compensate Alibaba. Yahoo has a board seat at Alibaba but said it was informed belatedly of the sale, raising questions about whether it could be squeezed out of more Alibiba value.

    After months of heated negotiations, Alibaba agreed in July to keep 37.5 per cent of Alipay or receive a payment of between $2bn and $6bn if the payment business goes public, plus royalties.

     

    Carol Bartz Profile

    Director, President and Chief Executive Officer

    Yahoo, Inc.

    Sunnyvale ,  CA

    Sector: TECHNOLOGY  /  Internet Information Providers

    Officer since: 2009

    Lead Independent Director ,  Cisco Systems, Inc.

    San Jose ,  CA

    Sector: TECHNOLOGY  /  Networking & Communication Devices

    62 Years Old
    Ms. Bartz has served as our Chief Executive Officer and as a member of our Board since January 2009 and as our President since April 2009.
    Ms. Bartz served as the Executive Chairman of the Board of Autodesk, Inc., a computer-aided design software provider, from May 2006 to February 2009, as Chairman, President and Chief Executive Officer of Autodesk from April 1992 to April 2006 and as a director of Autodesk from April 1992 to February 2009. From 1983 to April 1992, she served in a number of positions at Sun Microsystems, Inc., a provider of computer systems, software and services (now a subsidiary of Oracle Corporation), including as Vice President of Worldwide Field Operations and as an executive officer. Currently, Ms. Bartz also serves as the lead director of Cisco Systems, Inc., a networking technology company, a director of the National Science and Technology Medals Foundation, and a director of the Paley Center for Media, a non-profit organization. She previously served as a director of BEA Systems, Inc., a provider of database-related software (now a subsidiary of Oracle Corporation), Intel Corporation, a semiconductor chip design and manufacturing company, and NetApp, Inc., a provider of data-storage and data-management tools. Ms. Bartz holds a Bachelor’s degree from the University of Wisconsin.
  • JD – Head of Talent Acquisition, Shanghai, A Global Leading FMCG Company

    CLIENT: A Global Leading FMCG Company

    POSITION TITLE: Head of Talent Acquisition

    REPORTING TO: HR Director

    LOCATION: Shanghai

    PURPOSE:

    • Be responsible for developing and implementing talent acquisition/recruitment strategy, programs and projects that enables COMPANY to reach its ambitious people development goals aligning with corporate development strategy.
    • Act as a team leader to lead national recruitment operations or other HR projects, including reporting, business control and process optimization.
    • To become the Greater China/Asia Pacific Talent Acquisition Leader with potential to act as a generalist/business partner on a country level

    SCOPE AND RESPONSIBILITIES:

    • Develop, implement and optimize talent acquisition strategy to meet COMPANY’s talent demands in line with the 2015 GBP/OGSiM
    • Make overall China manpower planning and recruitment budget; review headcount requisitions and ensure appropriate authorizations in collaboration with HR teams and other function managers
    • Be accountable for attaining strategic hiring fulfillment (top 50 Critical Roles; Senior Manager + / Grade 17 +) across the businesses in China/Greater China and guiding the function/mill recruitment resource in effective sourcing and selection practices for lower level staffing needs
    • Partner with China management and PR team to define and implement employer branding initiatives aligning with the corporate strategy to position K-C China to attract superior talents
    • Initiate and lead the cross-functional/national strategic initiatives, such as college intern/graduate programs, internal job posting, employee referral and the alike
    • Lead the regular tracking/reports and analyze the issues against the key measures; continuously advance the recruitment / target selection process and tools; coach and guide recruitment teams to upgrade selection knowledge, skill and capability
    • Manage the recruitment vendors’ performance, prioritize and further develop robust recruitment sources/channels for key capability areas
    • Engage in business discussions, and work with other HR business partners and hiring managers to pro-actively provide labor market updates and hiring updates
    • Create strategic business value from a HR oriented perspective to corporate and operate management by competently dealing with international, regional and local HR issues.
    • Understand the company’s business and its key challenges, as well as key concepts and emerging trends, and work with HR team and line management to develop and implement both short and long term HR strategy to drive achievement of the regional business strategy.

     

    “MUST HAVES”   Qualification & Principal Accountabilities

    Education & Experience

    • Minimum 8~10 years of experience in HR functions from MNCs including 3~5 years in talent acquisition/recruiting functions
    • 3~5 years in a manager/ leader position
    • Good proven track record of partnering with internal customers or real customers in a complex matrix business environment.
    • Background in FMCG or Professional Service industries is preferred.
    • Fluent spoken and written in English
    • Candidate with a MBA from a very premier school in China or abroad is highly preferred

     

    Key Competencies

    • Proven competency around talent acquisition and good network are preferred
    • Being open-minded and candid in communication valuing diverse perspectives
    • Demonstrated abilities in leading a successful team
    • Abilities in Planning, Organizing and Decision-Making
    • Abilities in driving results & accountabilities
    • Being customer-focused
    • Abilities in driving change & continuous improvement
    • Demonstrated agility in continuous learning and adaptation in new business/organization environments
    • Abilities in coaching & mentoring people
    • Potential to develop into Greater China/Asia Pacific Talent Acquisition Leader responsibility
    • Flexible to move into generalist/business partner role in the future

     MSN of Contact Consultant: jianjiandan126@hotmail.com 

  • 诺基亚中国粗暴裁员风波 2011

    继诺基亚被曝渠道崩盘后,诺基亚中国又刮起了裁员风暴,该公司塞班系统研发和服务部门约170名员工受到影响。报道称,诺基亚中国未对裁员工作以及涉及的员工做过任何沟通和协商。报道并援引一位被裁员工的话称,此次裁员非常突然,虽然诺基亚内部都知道有关塞班系统的工作岗位会因为诺基亚战略进行调整,但诺基亚中国此前对于未来是否裁员一直没有明确的说法。

    据了解,在诺基亚人力资源部发给被裁员工的文件中显示,员工需要在10个工作日内作出答复,即同意诺基亚的工作安排,与诺基亚解除劳动合同,转入埃森哲工作。对于不愿意转入埃森哲工作的员工,则必须同诺基亚解除劳动合同。

    记者通过查阅看到,《劳动合同法》第41条明确规定,需要裁减人员20人以上或者裁减不足20人但占企业职工总数10%以上的,用人单位提前30日向工会或者全体职工说明情况,听取工会或者职工的意见后,裁减人员方案经向劳动行政部门报告,可以裁减人员。诺基亚的做法,显然已违反法律规定。

    IT法律专家、中国网络法律网首席法律顾问赵占领在接受媒体采访时也认为诺基亚至少在程序上违反了《劳动合同法》。他表示,从裁员人数和裁员理由判断,诺基亚此次裁员属于经济性裁员。但诺基亚方面并不同意经济性裁员的说法,据龚文菲称,这是诺基亚的战略调整,而且诺基亚已经为涉及员工提供了新的岗位。

    对于“战略调整”的说法,赵占领对IT商业新闻网记者分析,公司战略调整本身就是经济性裁员的理由之一,当企业遭遇破产或经营困难或者重大技术革新的时候,所进行的裁员活动就属于经济性裁员。因此,诺基亚方面解释此次裁员只是战略调整而非经济性裁员的说法本身就自相矛盾。

    赵占领告诉记者,诺基亚将员工转移到埃森哲,埃森哲作为独立的公司主体,诺基亚已经将与员工劳动合同的主体变更,如果员工同意变更合同,选择继续去埃森哲工作,那么此次调整就不算经济性裁员;对于不愿意转移至埃森哲工作的员工,采取单方面接触劳动合同的做法,则涉嫌非法裁员。同时,若员工拒绝转移到埃森哲工作的人数达到20人以上,那诺基亚方面应赔偿员工N+1个月的工资补偿。

    据记者了解,与诺基亚中国公司相比,诺基亚在芬兰、美国、英国等国家的裁员显得十分“繁琐”:有当地工会介入,并就裁员细节,包括裁员方式、补偿、转移员工的权益保障等进行沟通,谈判时间也相当长。今年4月,诺基亚在英国宣布裁员时,还受到英国最大工会组织Unite的抵制。

    裁员背后的商业逻辑

    从几年前开始,有关诺基亚裁员的消息每年均会出现。2008年,诺基亚关闭在德国波鸿的手机工厂,裁员约2300人。2009年3月,诺基亚因消费需求下降导致全球经济衰退,裁员1700人。去年10月,诺基亚宣布将在全球范围内裁员1800人,主要涉及塞班智能手机开发等部门。在诺基亚宣布与微软合作推WP7手机后,诺基亚于今年4月再次展开大规模裁员计划,总数达7000人,其中4000人来自研发部门。同月,诺基亚和埃森哲达成战略合作协议,将塞班系统的研发外包给埃森哲,约3000名诺基亚员工将随之转移。与埃森哲的合作是诺基亚在2013年之前削减15亿美元成本目标的一部分。今年6月,诺基亚完成首批1400人的裁员。庞大的裁员计划将在明年年底前完成。而此次的“裁员潮”,终于波及到了中国。除了裁员,诺基亚中国区高层也出现了人事动荡。去年年底,诺基亚全球副总裁、中国公司副董事长邓元鋆突然离职加盟AMD。今年6月初,诺基亚大中国、日本及韩国区高级副总裁梁玉媚离职。

    企业裁员是向客户、竞争对手、供应商发出的重整旗鼓的重要信号。其表面是成本缩减,但背后却是业绩文化的强硬逻辑。相较于国外,诺基亚此次在中国的裁员显得“简单粗暴”。对于这家亟待创新,作出改变的公司来说,改变是必要的,但首先要注重保护员工的利益,因为员工才是一个企业的源泉所在。

  • 微表情(又称微反应),猎头面试候选人的秘笈 面试中的微表情释义

    重庆女孩秦诗在江苏卫视《非常了得》节目中,带着手抄的“微反应”秘笈上场,她仔细观察场上每一位嘉宾的表情和动作,全靠自己的秘籍做出分析判断,全程拒绝求助观察团。在她的火眼金睛下嘉宾不禁乱了阵脚,甚至露出马脚!她猜对了3个人说话内容的真假,过了两关,成功得到了双人普吉岛浪漫游的奖励。她的“大智若愚”得到了主持人孟非、郭德纲,微反应专家姜振宇、《新周刊》执行总编封新城,以及现场所有观众的认同。

      秦诗的秘笈:手抄的“微反应”

    单肩耸动为不自信的表现、眼睛直直盯着是看我是否相信他、眉毛倾斜是表达悲伤、不提及自身心理的可能是假的……

    让我们到土豆网来看一下她的精彩表现吧,学一下微表情,提升我们的工作效率,同时也欢笑一下,缓解一下工作的疲惫 http://www.tudou.com/programs/view/czGih2jKXWU/

     

    微表情定义 Micro-expression

     

     

    微表情,是内心流露与掩饰,是心理学名词。人们通过做一些表情把内心感受表达给对方看,在人们做的不同表情之间,或是某个表情里,脸部会“泄露”出其它的信息。“微表情”最短可持续1/25秒,虽然一个下意识的表情可能只持续一瞬间,但这是种烦人的特性,很容易暴露情绪。当面部在做某个表情时,这些持续时间极短的表情会突然一闪而过,而且有时表达相反的情绪。

    在美剧《Lie to Me》中,主人公Lightman博士就是通过这些在人脸上转瞬即逝的微表情和一些常人无法察觉的身体语言与姿态,寻找令测谎仪和联邦调查局都束手无策的案件的真相,判断之精准神妙让人不禁称之为“真相帝”。

     

    人类主要拥有至少七种表情,每种表情都表达同样的意思:

       高兴 :人们高兴时的面部动作包括:嘴角翘起,面颊上抬起皱,眼睑收缩,眼睛尾部会形成“鱼尾纹”。
             伤心 :面部特征包括眯眼,眉毛收紧,嘴角下拉,下巴抬起或收紧。
       害怕 :害怕时,嘴巴和眼睛张开,眉毛上扬,鼻孔张大。
       愤怒 :这时眉毛下垂,前额紧皱,眼睑和嘴唇紧张。
       厌恶 :厌恶的表情包括嗤鼻,上嘴唇上抬,眉毛下垂,眯眼。
       惊讶 :惊讶时,下颚下垂,嘴唇和嘴巴放松,眼睛张大,眼睑和 眉毛微抬。
       轻蔑 :轻蔑的著名特征就是嘴角一侧抬起,作讥笑或得意笑状。

    关于一些微动作的释义

    1.单肩抖动——不自信 。

    2.注视对方眼睛——撒谎中(为了看看自己的把戏是否得逞) 。

       3.中断眼神交流——不代表撒谎(回忆中)
       4.回答时生硬的重复问题——典型谎言 。
       5.抬起下巴——十分尴尬 。
       6.揉鼻子——掩饰真相(男人的鼻子里的海绵体在撒谎时容易痒) 。
       7.眼睛向左看是在回忆,向右看是在思考谎话。
       8.惊讶表情超过一秒就是假惊讶 。
       9.男人右肩微耸一下就是在说假话 。
       10.当不能倒着将事情回忆一遍,那么事情肯定是编造的 。
       11.用手抚额头—–表示羞愧 。
       12.瞳孔放大—–恐惧,愤怒,性欲 。
       13.话语重复 声音上扬—–撒谎 。
       14.肢体阻抗 向后退一步,表示刚说的话不可信
       15.抿嘴 经典的模棱两可的动作
       16..摸脖子 人撒谎的时候会摸脖子,典型的强迫行为
       17.纵火与强奸本质是相同的,都属于宣张自己的力量
       18.撒谎的时候没有与之相对应的表情,往往没有任何表情
       19.在学校越受欢迎的学生越会撒谎 。
       20.手一直摩挲,一种自我安慰的姿态,当你不相信自己的在说什么的时候,使自己安心们说谎的时候会摸脖子,这是个经典的动作。
      21.当真正的凶手看到被害者照片的时候,会表现出恶心、轻蔑甚至是害怕。但绝对不会是吃惊。
      22.要是有人要将要实施血腥的罪行,就会出现这样的表情:眉毛朝下皱紧,上眼睑扬起,眼周绷紧
      23.亮出中指(fuck的手势),这是象征性的还有特定意识的下意识手势,充满敌意。
      24.鼻孔外翻,嘴唇紧闭,生气 。
      25.下巴扬起,嘴角下垂,自责 。
      26.眉毛向上,拉紧,恐惧 。
      27.当你不相信自己在说什么的时候,就会摩挲自己的双手来使自己安心。
      28.如果先突然大声说话,然后再用手猛拍桌子,这是对可怕事情反应的手势时间差。如果是真的发火,这两个动作会同时进行。
       29.提高右边的眉毛,表示你很疑问。
       30.嘴唇左边向撩起,假笑。脸部74%的真实感受往往会在右脸暴露。
    微表情在面试中的表现
    “微表情”在求职面试过程中的作用体现也越来越普遍。网络招聘的发展大大简化了简历筛选的流程,求职者与面试官之间的交流,尤其是眼神、表情交流会极大地影响求职者的面试成绩。糟糕的“微表情”会在不经意间出卖求职者,因此,越多越多的求职者越发关注自己的“微表情”。

    一个典型的例子是,越来越多的HR开始对微表情相关知识感兴趣,并应用到企业之中。应聘者面试、会见重要人物等压力状况下,人的“微表情”最多,而这些“微表情”常常成为许多人制胜的绊脚石。

    某资深人力资源专家对于面试“微表情”有比较深刻的解读:“每一位求职者在面试的关键时刻都难免会有或多或少的紧张情绪。最重要的是要学会调适,以轻松的心态在考官面前展现过硬的心理素质。第一印象很关键,千万不要让‘微表情’出卖了你。不必要的紧张情绪毫无疑问会影响求职者的面试成绩,比如双拳不自觉地紧握就是不够自信的下意识表现。”在面试前咀嚼口香糖 ,可以帮助调整“面试微表情”。

    面试“微表情”的释义

    把玩领带或饰物——心神不宁略抬头、眼睛向上看——迟疑

       手扶眉骨——羞愧
       紧抿嘴唇——窘迫
       挠头——不知所措
       双手反复摩擦——焦虑
       眼神不集中、左顾右盼——害怕咬指甲——缺乏安全感
       撇嘴——不屑
       手插在裤袋里且肩部顶起——紧张双手抱臂——自我保护、不安
       嘴微张、眼瞪大——错愕
       摸鼻子——思考
       指尖塔状手——深具自信
       稍偏头微笑——自在与友善
       微笑——自信
  • 过去一个月中,瑞银UBS、汇丰HSBC、巴克莱Barclays等在内的欧洲银行业裁员总人数超过7万

     瑞典北欧银行(Nordea)8月30日宣布将裁员2000人,占其员工总数的6%。至此,短短几个月内,欧洲银行业宣布的裁员总人数已超过7.2万人!  

    据不完全统计,过去一个月中,包括瑞银UBS、汇丰HSBC、巴克莱Barclays等在内的欧洲银行业裁员总人数超过4万。其中,瑞银集团3500人,汇丰控股3万,巴克莱3000,苏格兰皇家银行2000,瑞士信贷2000。而同期,美国银行业宣布的裁员人数约为10500人。

    一些人将眼下这波欧洲银行的裁员称作“大屠杀”,并预计接下来情况可能更加严重。猎头公司Veni合伙公司的合伙人拉姆波森表示,这一轮裁员大潮中很多岗位将被永久性地裁掉。他指出,银行业的回报率还会继续下滑,而经营成本却在激增。

    另外,根据“巴III”规定,到2019年,银行的核心一级资本必须达到风险加权资产总额的7%,而以前的国际规定只要求2%。摩根士丹利预计,今年年底前,欧洲银行业可能需要需增资800亿欧元(约合1150亿美元),这还不包括监管单位要求银行需额外增资的部分,以防范2007年全球金融风暴重演

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