Xuan Jing: The transformation of the workplace from Huawei to Baidu
In today's fast-paced technology industry, career is full of twists and challenges. Xuan Jing is a professional woman who has undergone this transformation. She was a Huawei executive, but now she has joined Baidu's camp. This shift reflects not only a new career in her career, but also a change in the way people are hired in the tech industry.
Huawei: Development dilemma under strict management
As a manufacturing company, Huawei has extremely strict requirements for employee management. Although this management model is conducive to ensuring product quality and work discipline, it also sets up some obstacles to the personal development of employees. For a talent like Jing Xuan, who is full of innovative thinking and leadership skills, Huawei's system may be too rigid to make it difficult for individuals to apply their talents.
It is for this reason that Xuan Jing chose to leave Huawei and join the Internet company Baidu. The Internet industry gives employees greater autonomy and room for innovation, which is undoubtedly an important attraction for senior talents like Xuan Jing. It was a bold attempt in her career and a quest for self-worth.
Baidu: The throes of the battle for human touch
Soon after taking office at Baidu, Xuan Jing fell into a whirlpool of controversy because of the term "human touch". The so-called "human touch" refers to the focus on interpersonal relationships and humane considerations in management. This view is not uncommon among Internet companies, but Xuan Jing's statement is considered to be an improper human relationship, which violates the principle of fairness and justice.
This controversy reflects the need for Internet companies to establish a standardized management system in their pursuit of innovation. Placing too much emphasis on human touches may lead to the spread of nepotism, power-for-money transactions and other unhealthy practices within the company. Xuan Jing's remarks sparked widespread criticism and opposition in the industry.
The growth process of a newcomer in the workplace
In the face of such controversy and pressure, Xuan Jing needs to face up to the problem and clarify her remarks. Will she apologize for the incident, or will she stand her ground? What are her prospects at Baidu? This will determine her future career.
From this point of view, Jingjing's experience also reflects the growth process of a newcomer in the workplace. From manufacturing to the Internet industry, from strict management to flexible innovation, she needs to constantly adjust her way of thinking and work style to adapt to the new environment. And the battle of "human touch" is a pain she encountered in her new environment.
Only by correctly understanding and solving this problem can Xuan Jing truly integrate into the culture of Internet companies, give full play to her talents, and start a new career. This will have a profound impact on her personally, as well as on the talent training of the entire technology industry.
The tension between human relations and fairness and justice
The incident reflects the tension between human relationships and fairness in the workplace. Relationships are an integral factor in any organization. A moderate human touch helps to create a harmonious working atmosphere and enhance the bond between colleagues. However, if too much emphasis is placed on human feelings, it may lead to favoritism and damage to the environment of fair competition.
In modern workplace management, how to balance human relations and fairness and justice is a difficult problem that needs to be solved urgently. We need to establish standardized systems and processes to ensure that the principles of fairness and justice are implemented. It is also necessary to give employees a certain amount of humanized care and maintain good interpersonal relationships. Only in this way can we create a positive work environment and attract and retain the best talent.
The way of employing people in Internet companies
From Jingjing's experience, we can also get a glimpse of some characteristics of Internet companies in terms of employing people. Compared with the manufacturing industry, Internet companies require employees to pay more attention to innovation and execution, rather than simply obeying orders. They prefer people who think creatively and have the courage to take on challenges.
There are also some problems with the way Internet companies employ people. For example, too much pursuit of "star employees" and ignoring the contributions of grassroots employees; Too much emphasis on individual heroism and neglect of the importance of teamwork; The evaluation of employees focuses too much on short-term performance and ignores long-term value creation. If these problems are not solved in time, it will inevitably affect the long-term development of the company.
Internet companies also need to establish a scientific and rational employment mechanism to attract talents. This requires not only the innovation ability of employees, but also the team spirit; Focus not only on short-term performance, but also on long-term value creation. Only in this way can we truly attract and retain outstanding talents and contribute to the sustainable development of the company.