Congratulation for Li Na!!! You just create the history of Tennis forever!!!!

Today, Li Na just prove that we, Chinese, can play the tennis.

Her winning in French Open create the history of the tennis forever. It`s the first time, a Chinese, an Asian can win the title in one of the four annual Grand Slam tournaments. And her winning just helped this game increase another color of the world, Yellow. From now on, this game will be more colorful and international. I believe Li`s success in this game will encourage more young Chinese kids devote themselves into tennis and I wish in the near future, we will see more Chinese players could show up in ATP tournaments and won more honors for us.

Again! Congratulation  for Li Na. We are pride of you!!!!

99% of HR have no idea about hiring (That`s true!)

The first HR manager is usually hired by a guy, who is not HR professional -- probably by CEO or owner of business. But the question is, how can those non-HR-professional guys know who is the best candidates should be hired? What if the candidate he picked was totally wrong, who can only talk and do paper work but had no idea about hiring right people? And even worse, if it took you long time to realize that it was a wrong hiring, before your stupid HR manager hired more wrong persons to fill the positions you provide. You can image that it will be a terrible tragedy.

But still there is small percentage of non-HR-professional guys made the right decisions for their companies.Unfortunately, usually most of hiring decision are not based on their outstanding HR knowledge, they are based on the knowledge of the person, who probably have many years relationship with those big guy in business or in private.

Thus, I can tell you that 99% of HR managers are mentally incapable to hire the right person for their companies and 1% of HR managers are talent but still have difficulty to pick up the right candidate. That`s why those big companies always need take very long process to hire people.

在不开外挂的情况下（找代理），第一个HR经理一定是被一个非HR专业的人雇佣的，比如：CEO, 或是 Founder. 但问题是这些不懂HR的家伙到底是怎么确定谁才是正确的选择呢？ 蒙被，看谁面相好，谁会捣浆糊就招谁被。那蒙对了就算了，如果蒙错了呢？招来的HR经理只会满嘴跑飞机，但招不来人材呢？ 正所谓上梁不正下梁歪，一个业务水平不怎么样的HR怎么可能招到好的人才呢？

当然，也有很多公司招到了不错的HR, 但不要以为那是因为那些老板有多么精通HR的知识，他们完全是凭借自己对那个HR多年的认识或是关系而把他招进来的。你以为学了HR就真懂招人了吗？ 别开玩笑了。 不管在哪个年代，找个人才绝对堪比去南非的沙堆里淘金子。难啊~~~

所以，综上所述，我认为99%的HR只是在混日子，而只有1%的HR是真的慧眼识珠，但依然要通过层层的面试和考核才能找到真正的人才。所以，我认为好的HR应该在是一个好的领路人，而不应该是一个好的面试官。 把面试留给部门的supervisor, 做好端茶递水的活工作就OK了。

以上纯属歪批，请听过看过，米所拉所。

-Rex

Institutionalize and Personalize

Remember the first time I hear the word "institutionalize" is from a movie, name "The Shawshank Redemption". By the way, it`s really a great movie that everyone should watch it at least one time. The story happens in a jail. After 50 years` prison life, a poor old man -- Brook finally gets free and moves into a halfway house. But ironically, he is unable to adjust to the outside world, and begins to miss the life in the jail. At the end, he hangs himself on the beam. When his friend Red hears the news, he told Heywood, "These walls are funny. First you hate 'em, then you get used to 'em. Enough time passes, you get so you depend on them. That's institutionalized."

Yes, Brook has been institutionalized by jail. He only knows the way of life inside the wall. All his friends are there. It`s a very classical scene in the movie. However, the same thing is also happening in our real life.

Today, most of us need a job in a company, organization or group. For convenience, let`s call them institution. So what is institution?

In my opinion, institution is a big aggregation of knowledge, memory, relations, systems, cultures and goals. Just like an operation system, contains many of applications. As an employee, you are a unit of intelligence that has your own professional knowledge, relations, experiences, and personality. Like a flash driver, or portable hard driver. 

When you get hired by an institution, it just like a flash driver plugged into a computer. The OS and driver will exchange data each other. To an employee, when you get hired, you should learn the product/service company has. That`s the transfer of knowledge. You will learn the history of company, it`s the transfer of memory. Also, you will begin to know who are the business partners and customers; who is your supervisor, and what`s the life in the company. They are the transfers of relations, systems, and culture. I call this whole process of transfer is, "institutionalize". And at the end of the process, you will be a well-trained employee for the company. But meanwhile, the transfer is two ways. When you are being institutionalized, you are also personalizing the institution. Your knowledge and experiences will be learnt by colleagues within the department; your previous customers or friends who may be valuable to the current institution will be shared; even your special personality may also change the way how people treat each other within the institution. But, if an institution was changed or affected too much by one person, I will say the institution has been personalized.

OK. It`s my theory of institutionalized and personalized. Sorry for my poor English. In the future, I will continue to develop the theory and describe its effect, result and solutions. Thank you for your time.

By Rex_Wang

New Blog, New Beginning!

Congraduation!!! for my new home. Thanks for my wife`s support.