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1、美国博通的人才三步曲（Three steps for talent in the United States）15 years old life, for a person is still very immature, and a new enterprise, after 15 years, what will be the development of it?The largest wireless network chip supplier in the industry;The second largest IC design company in the world;Absolut
2、e leadership in the semiconductor market for communications applications;The total number of patents ranked fifth in the world and third in the semiconductor industry;Revenues exceeded 36 in 2006. 700 million dollars, an increase of 37% over last year;Thats what its like now, and the pride of a long
3、 history enterprise is created by Broadcom, a start-up company. Single chip and software solutions for its wide range of system operation and network equipment, digital entertainment and broadband network products and mobile equipment manufacturers, occupy a space for one person in the DSL, cable TV
4、, satellite communication, digital TV, mobile communications and other fields.So, what makes the Broadcom Corporation standing at the top of the IT industrys competitive edge, in just 15 years, there has been so rapid development? The reason lies in the following three points:A highly educated workf
5、orce. Of the 5200 employees, most received advanced degrees, and 439 were doctoral;Overall R & D skills are strong. Of the 73% R & D staff, 50% of them are chip designers, 20% are systems and hardware designers, and 30% are software designers;A wealth of expanding intellectual property rights. It ha
6、s more than 2000 American patents, more than 800 foreign patents, and more than 6000 patents under application (more than 500 patent applications annually).As one of the Broadcom Corps founder, Dr. HenrySamueli said, the Broadcom Corp still maintained the characteristics of an entrepreneurial compan
7、y with this, everything from Broadcom effectively solve the talent shortage in rapid development, and the solution of this problem depends on the three steps of Broadcom talent management.The first step to build a HR out of himIn the view of general manager Dr. DianneDyer-Bruggeman senior vice presi
8、dent of Broadcom Corp global human resources and China Wang Kai, Broadcom Corp focused on the field of communication is a highly specialized and unique, so the most important factors of its success is to have a high technical talents, and they are entering the company in the human resources departme
9、nt under the eye, but also to play talent and potential in company effective human resources under the policy. So, to find a suitable HR HR work of veteran soldiers and able captains, strategic, forward-looking and practical, is an important force to support the rapid development of Broadcom, the fi
10、rst step is the company to rapid development must be taken.Unique consideration makes excellent HR teamBroadcom has its own unique considerations when it comes to finding the right, professional and technical HR talents:In the strategic positioning of HR, Broadcom HR positioning themselves as the co
11、mpanys business partners. Many HR people only know what is the company policy, what is the salary structure of the company, but do not know to link some professional in the field of operation of the companys business, and how to increase investment returns, etc. And for Broadcom, the sensitivity of
12、this business is the most important and most needed. Therefore, Broadcom believes that education is not the most important, it is important to learn through previous experience and work experience to prove that they have the business sensitivity of the company needs.In the strategic requirements of
13、HR, Broadcoms HR must be able to promote the companys policies and measures to improve and develop. In the past two years, Broadcom recruitment HR, many candidates will often look like a century old shop, expect Broadcom has complete policies and procedures, and after their own, as long as the rules
14、 according to work. But in fact, this kind of Broadcom are still at the start-up stage of the company, basically no ready-made HR management framework and system (especially in the Chinese Office), an objective is precisely the hope that he can help the company to continuously improve and develop th
15、e human resource management system.As Wang Kai said, Broadcom needs passionate people, to have the passion to win, to make things perfect, only in this way can we establish the leading position of the product, in fact, do the same HR.Generalists and professionals have different uses. The HR team nee
16、ds people of different types and abilities. In Broadcom, HR operation is mainly composed of executive functions and human resources core functions of two components, the executive function is mainly undertaken by human resource business partner, assist the company each business line management and s
17、taff development work. Over the past two years, Broadcom has established such HR professionals in major areas of Europe and asia. The core functions of human resources mainly refer to global recruitment, training, salary and benefits, organizational development and other special projects. The same w
18、ith human resource business partner, the company responsible for the recruitment of HR company for each line of business or country specific services; and other professionals in their specialized fields for the whole company (including all business lines and countries) to provide professional HR sol
19、utions. Therefore, not only does Broadcom need some HR generalists who can integrate with the business sector, but also HR specialists with different professional abilities.Strategic action, achievement, strategic functionAccording to the companys overall strategy and the needs of various department
20、s for personnel development, develop their own annual work plan. As a business partner, Broadcom HR team held a HR forum in early December 2006, the forum focused on the companys new development direction and plan for recruitment should be how to cooperate with the companys development, how to keep
21、the existing talent, specific problems of how to attract talent development companies need are discussed in detail, and put forward to compensate for the huge talent gap in demand in 2007 to implement the strategic training plan. At the same time, Broadcom HR team also for Beijing and Shanghai manag
22、ers and recruiters to provide an interview skills training, to ensure that the Department Manager accurate and quick selection.The second step: choose the right means of recruitmentHaving a good HR team, the choice of effective and appropriate recruitment tools is the highlight of the solution to th
23、e talent shortage.Independent recruitment agenciesThe rapid growth of Broadcom set up a global recruitment department, specializing in all the work before the recruitment. The global recruitment department includes not only the global recruitment manager, manager of campus recruitment and other spec
24、ial charge different, including control of the recruitment process, recruitment process, recruitment operation segments, these are the basis of Broadcom recruitment.At the same time, the global HR recruitment department also has many professional recruitment commissioner. They will focus more on pro
25、fessional skills needed for identification of talent, not only with the companys main product line four closely, at the same time in the sales department, production department, finance department and the legal department and other departments also can be seen everywhere they figure, the various dep
26、artments of the Broadcom recruitment specialist recruitment as a professional network.In addition, the HR team has its own coordinator in the face of heavy recruitment. When faced with two thousand resumes, how do you ensure that the most suitable candidate is not left out? This requires the coordin
27、ator to further follow up all the recruitment work, ensure all the time and contact Broadcom candidates, in order to better arrange an interview, reply, realize the signing of orientation guidance. Recruitment specialist is only an interview expert, but also technical expertise, in order to better u
28、nderstand the companys technology and talent needs, in order to understand the resume, and accurately help the business manager screening talent. It takes a lot of effort and effort to do so, while the recruitment coordinator system allows recruiters to pick out their chores and focus more on job in
29、terviews, surveys, and other professional selection. Of course, the coordinator will also be trained and nurtured in the process of recruiting and moving forward towards his next career development goal, the recruiter.Special recruitment channelsCampus recruitment. Face fierce competition for talent
30、,In line with the campus to find the best students, the best employees in the original intention, campus recruitment became Broadcoms main focus of the last two years of recruitment channels, and for this purpose set up an independent campus recruitment department. Broadcom not only in the campus re
31、cruitment, but also to provide students summer internship opportunities, let them in the practice began to understand the culture, Broadcom and professional strength, in order to graduate with more outstanding students to become formal employees of broadcom.Talent localization. In the past three yea
32、rs, China has made great efforts to realize the localization of professional talents. For each region, China is equipped with a recruitment specialist who is responsible for recruiting a large number of local talents. Moreover, new employees in Broadcom Corp Chinese area orientation, also arranged f
33、or the experienced foreign engineers led local new employees to work together, through project cooperation and practice, to help local talents to enhance professional skills.Merger team. In addition to recruitment means, Broadcom also use the form of mergers and acquisitions team, quickly attract ta
34、lent. For example, in the search for global headquarters Broadcom training and education development director in the process, found the independent operation of a training company of Susan, her team to provide training and consulting services to the enterprise, which is also the need to Broadcom tea
35、m, therefore, Broadcom then will Susan and his team members include.Headhunting cooperation. Faced with some of the high-end talent vacancies, Broadcom will work with professional headhunting companies, use their recruitment advantages, along with Broadcom recruitment Commissioner, faster and better
36、 looking for talent.Persistent recruitment requirementsWhat kind of person does Broadcom need? Perhaps professional skills for Broadcom such IT enterprise is very important, but integrity is the important criterion of Broadcom talent recruitment, and become Broadcom HR talent persistent requirements
37、. How to find out if the applicant is honest? In this regard, Broadcom has its own set of measures. For example, in 2006 the HR forum, the HR team will list a list of questions, to find whether a person of integrity exercise ability from daily behavior and manners; in the interview training courses
38、they teach the interviewer how to master the 10 interview questions from the elements, emphasize on the details of the judgment whether the applicant said true; for senior positions, Broadcom will do an in-depth investigation of the background; and, throughout the interview process, emphasizes the i
39、ntuitive Broadcom, to the applicant directly convey the integrity is the core of mainstream values, Broadcom this information, hope they can come into and identification with company.The third step: make good use of effective strategy of keeping peopleCultural retentionConnectingEverything (all conn
40、ection) is also connected with HR Broadcom slogan, the slogan of talent, it will be the core value of Broadcoms innovation spirit and HR inspire people and developing people concept together. Innovation means to encourage employees to Broadcom facing risks, the courage to challenge, this kind of inn
41、ovation and passion of the corporate culture, make the enterprise gradually entered the mature period of Broadcom can still keep the unique attraction of talent, in fact, the lifelong pursuit of R & D personnel is also constantly innovation.One of the founders of Broadcom, Professor HenrySamueli of
42、University of California at Los Angeles, allows scholars to innovate in every corner of broadcom. Professor Samueli attaches great importance to innovation, regular communication and Broadcom engineers; in Broadcom inside, Professor Samueli also hosted an internal technical seminar, the latest techn
43、ology trends for some talented engineers to you on the field, after the meeting also held Broadcom academician ceremony, to encourage innovation Broadcom and development of technical personnel. It can not only make use of this opportunity to communicate with Broadcom senior engineers, in order to av
44、oid the expansion of enterprises to find talent hinder the formation, but also helps Broadcom innovation culture landing, so that the majority of engineers to experience this kind of atmosphere.Developing and keeping peopleTraining is an important means to retain talent, and Broadcom attaches great
45、importance to the practicality and uniqueness of training.From the lecturer arrangement, Broadcom often against the companys own problems or the necessary management skills, deploy internal training consultant to arrange courses, teaching materials, implementation of targeted training; of course wil
46、l also invite outside experts, according to the companys characteristics and special needs tailor-made courses.From the curriculum setting, the demand for professionals is very large, so Broadcom uses EDA tools to help them quickly mature and grow. EDA, as the best electronic automated design tool a
47、nd training system, can teach engineers the skills of the system. On the other hand, Broadcom has a dedicated EDA committee that provides detailed guidance for its software tools and helps engineers design and test products. EDA tools are very meaningful for both new and experienced engineers, and c
48、an help them solve design problems in an innovative way. Whenever a new EDA product or information is updated, the company will provide timely training for employees, and also encourage employees to participate in the relevant training provided by suppliers.At the same time, training in management i
49、s also essential. Chinas Broadcom has developed a management training course for local senior staff. The course not only includes general management skills, but also involves managerial skills that must be mastered at the Broadcom Corp. For example, setting performance expectations for staff feedback fair and accurate, provide contact with Broadcom top talent and job opp