人才投入是团队的终极武器

Talent input is the ultimate weapon of a team

人才投入越雄厚的团队越无敌。

The stronger the talent input, the more invincible the team.

1、先投入，再收获

1. Invest first, then harvest

任正非对人才的重视程度不言而喻。

Ren Zhengfei's emphasis on talents is self-evident.

据说，华为一天发出的薪资就有3个亿，而这些钱大部分是发给了搞技术的科技人才的。

It is said that Huawei pays 300 million yuan a day, and most of the money is given to technological talents.

十分舍得在研发里砸钱的华为，成为了全球5G领先者。

Huawei, which is very willing to spend money on R & D, has become a global 5g leader.

这正好印证了任正非的那句话，“大胆人才投入，收获是迟早的事情。”

This just confirms Ren Zhengfei's saying, "Bold Talent input, harvest is sooner or later."

再来看阿里。

Let's see Ali.

2017年阿里巴巴宣布成立全球研究院——阿里巴巴达摩院，3年投入1000亿人民币吸引人才。

In 2017, Alibaba announced the establishment of the Global Research Institute, Alibaba Damo Institute, with an investment of 100 billion yuan in three years to attract talents.

张勇、彭蕾、井贤栋、蒋凡、樊路远、童文红……，在互联网企业里，能有这么多人才的企业，还有谁？

Zhang Yong, Peng Lei, Jing Xiandong, Jiang Fan, fan Luyuan, Tong Wenhong In Internet enterprises, who else can have so many talents?

2、建好人才管理机制

2. Building a good talent management mechanism

任正非曾说过一句话：“人才不是华为的核心竞争力；对人才进行有效管理的能力，才是企业的核心竞争力。”

Ren Zhengfei once said: "talents are not Huawei's core competitiveness; the ability to manage talents effectively is the core competitiveness of an enterprise."

任正非一直很重视组织体系和人才培养。

Ren Zhengfei has always attached great importance to organizational system and personnel training.

2012年，任正非在华为的一次务虚会上表示：“我们留给公司的财富只有两样：一是我们的管理架构、流程与IT支撑的管理体系，二是对人的管理和激励机制。人会走的，不走也会死的，而机制是没有生命的，这种无生命的管理体系，是未来百年千年的巨大财富。这个管理体系经过管理者的不断优化，你们说值多少钱？只要我们不崩溃，这个平台就会不断发挥作用。

In 2012, Ren Zhengfei said at a Huawei Retreat: "we have only two kinds of wealth left to the company: one is our management structure, process and it supported management system, and the other is the management and incentive mechanism for people. People will go and die if they don't, and the mechanism is lifeless. This lifeless management system is a great wealth in the next hundred years. How much do you think this management system is worth after continuous optimization by managers? As long as we don't crash, this platform will continue to work.

马云马老师重视人才也是出了名的。

Ma Yun Ma is also famous for his emphasis on talents.

马云说：“只有建立一套制度，形成一套独特的文化，培养和锻炼出一大批人才的接班人体系，才能解开企业传承发展的难题。”

Ma Yun said: "only by establishing a system, forming a unique culture and training a succession system of a large number of talents can we solve the problem of enterprise inheritance and development."

3、激励很重要

3. Motivation is important

当下，企业在人才培训方面下了很多功夫。

At present, enterprises have made a lot of efforts in personnel training.

世界上许多大企业早就把员工培训费用看成是一种投资，而且是一种回报率很高的投资。

Many large enterprises in the world have long regarded the cost of staff training as an investment with a high rate of return.

韩国三星集团每年的员工培训费用为5600万美元；

Samsung Group's annual staff training cost is 56 million US dollars;

早在20世纪80年代，电讯巨头摩托罗拉公司做过的一次调查表明：每1美元的培训费用，在3年内可实现40美元的生产效益；

As early as the 1980s, a survey conducted by Motorola, a telecommunication giant, showed that every dollar spent on training could achieve a production benefit of 40 dollars in three years;

任正非在一次讲话中说到，华为每年的培训经费达“数十亿”；

Ren Zhengfei said in a speech that Huawei's annual training cost amounted to "billions";

……

……

如果员工在培训方面成绩显著，就应该奖励他们。

If employees have made outstanding achievements in training, they should be rewarded.

关于人才激励机制，任正非说：“我们是摸着石头过河，没有理论基础。我们的激励机制主要有两个方面：一是不让雷锋、焦裕禄吃亏，不让焦裕禄累出肝病，不让雷锋穿破袜子；二是集体奋斗。”

As for the talent incentive mechanism, Ren Zhengfei said: "we are crossing the river by feeling the stone, and there is no theoretical basis. There are two main aspects of our incentive mechanism: one is not to let Lei Feng and Jiao Yulu suffer losses, not to let Jiao Yulu get tired of liver disease, not to let Lei Feng wear socks; the other is collective struggle. "

激励，是领导者的必修课。

Motivation is a required course for leaders.

美国钢铁大王与慈善家安德鲁·卡耐基说过：一个组织拥有的惟一不可替代的资产就是它的下属所具备的知识与能力。而要想让企业生产效率提高，我们必须要激活下属身上一切积极的力量。

Andrew Carnegie, American steel magnate and philanthropist, said: the only irreplaceable asset an organization has is the knowledge and ability of its subordinates. In order to improve the production efficiency of enterprises, we must activate all the positive forces of subordinates.

团队领导者必须通过对团队的现实情况的各方面的客观分析，制定出合理的、切合实际的建立激励团队的具体措施和政策，并将其与团队的远景目标联系起来，在激励员工的同时，强化团队的凝聚力。

Team leaders must, through objective analysis of all aspects of the actual situation of the team, formulate reasonable and practical specific measures and policies for the establishment of incentive teams, and link them with the vision of the team, so as to motivate employees and strengthen the cohesion of the team at the same time.