Eastman Kodak Company by inventor George - Eastman was founded in 1880, is headquartered in Rochester, NY. Kodak is the "information image" one of the industry's major players, the main business areas of medical imaging, commercial printing and business imaging, displays and components as well as digital and film imaging systems.
1927 Kodak Company in Shanghai office. Aversion beef, Kodak to invest in China more than eleven billion dollars, has established a perfect production base and sales network in Xiamen, set up the Asia Pacific's largest film and paper production base, as well as the world's largest disposable camera production base; Kodak in China established the world's largest digital camera production base in Shanghai to establish Asia-Pacific Product Development Center and the world's second world-class medical imaging research and development centers and regional technical service centers.
Kodak's global workforce of about seven million people. Currently, Kodak's Asia Pacific Headquarters in Shanghai, China set up in about 30 offices, with 5,000 employees.
Reporter: You're so long in the Kodak company and never looking from another company, you think Kodak Shi Yao is the most attractive place you?
Pleased: I graduated from college, they also interviewed a lot of good companies, but I admired the company should be very humane treatment of employees, and very particular about team spirit. Therefore, when the job of the company's corporate culture and values are right for you, this is very important. In the Kodak for 10 years, I have also spent six months interviewing over a number of other well-known company, but I find their corporate culture is not for me. If a company will pursue success and excellence at all, sometimes to the detriment of the interests of staff and team, this company will certainly not for me. The Kodak is a company emphasis on human management, so I stayed behind.
Reporter: graduating from college, you enter the Kodak has more than 23 years, this is a Kodak company retain talent in this area unique?
Pleased: "respect for the individual" is the Kodak treatment of employees, the criteria for treatment of colleagues. We also have senior positions hired directly from outside, but we look more internal staff and good work, and we trust our employees. We do value their work results, but we also attach importance to the process of working staff, but also attention to how to give employees a good, fair treatment, we attach great importance to this process to preserve our culture and values. Each company will experience a smooth and difficult period of time, but we will not change their values. Kodak's turnover has been relatively low, many employees because of corporate culture like here to stay, they believe they have been treated fairly. Even those who intend to leave, I will communicate with them, to share their experiences with them, I want to leave the most suitable talents Kodak. In the United States, there have been a senior manager for Kodak in jumping to the world-renowned consulting firm as vice chairman, and later she and I said, if you want to come back Kodak, told me. And she is really back. Working long hours in the Kodak, you will find that the high level of income is certainly good, but not the most important.
Reporter: Did you know that Kodak's employees leave the company and its prospects after?
Happy: In fact Kodak's turnover rate is not high. For example, recently one of our public relations department to consider their children's education staff for New Zealand immigration. She is very excellent, so we also hope to arrange for her to join Kodak in New Zealand, but unfortunately there no jobs for her. Thus, we first hope is to retain those good employees.
Reporter: Kodak is how to staff the process and combine the results?
Pleasure: First, Kodak's development of each employee to be "staff development", this process is not formulaic, different departments and different posts about the scheme is also different. The plan must cover all key information, for example, you say you want to very specific short-and long-term goal is to Shen Yao, your next job is Shiyao, or you wish to receive Shiyao new jobs, want to do an even unitary kind of project, hope to Shiyao sector job rotation, training programs want what I hope have nay teacher training. Planning process, staff needs and their supervisors, managers discuss.
Then, from managers to assess the program. Take me, I am in the United States and talk to my boss I want to have an international exchange opportunities, and I in my own "staff development" specifically wanted to come to China to do Shi Yao said, what I goals, my boss thought it was a good idea, let me come to China.
Next, managers need to observe the staff to track the process of implementation of the plan, employees in the course of their work in time to adjust goals, and receive the necessary support. Of course, in assessing the results, we have to listen to employees in addition to the direct supervisor feedback, we should also listen to staff their own evaluation. For example ask you satisfied with the process of implementation of the plan, if you want to get training and guidance, we require employees to be self-evaluation. Because no one than you can judge the process.
Note: the staff to achieve program objectives in the process involves a variety of training methods, which result is the best?
Pleasure: I do not think to get the diploma or training courses on the training of the best, I think the best form of training, job training, and by working with people to learn. Our staff of instructors and coaches to come from Kodak's senior leader. That is, if you are a leader in the Kodak, you also must have a staff of instructors. Of course, for those who have the potential to have employees who wish to become future managers, we will encourage them to job rotation, to the various departments, are familiar with the company's operations and business, and accumulated experience in all aspects.
Note: to be able to hear the views of individual employees, it will inevitably need to be very clear communication,'re so large multinationals, to achieve seamless communication, whether it means that the personnel structure of the flat?
Pleased: Kodak need to be very direct comments and feedback from employees, not just executives, opinion leaders. Some employees may not want to directly talk with their immediate manager, they want to hear the different proposals, the company that they can find people to communicate at any level. Some companies may only have lower levels of communication to the immediate superior, and in Kodak, no such clear boundaries. For example, a company dealing with debris of the aunt, she had no idea, can come to me directly to talk, I will be treated as seriously as CEO, patiently listen to her.
However, Kodak still has more detailed personnel division, different employees have different job title. This is to clear the respective responsibilities, but also facilitate the external communication.
Reporter: Speaking of communication, Kodak famous "Kodak female employees Forum" be an example. NA me in this forum HR role to play Shen Yao?
Pleased: This Forum Kodak around the world have, but only the female employees is not simply access, in Shanghai, the chairman of this forum once held by a male. HR department is just one and the same as equal participants in other sectors. HR policies are not directly derived from this forum. But this forum so we can see the views of employees, such as discussion forums to the career development of female employees, including their career development plan in the implementation of Kodak's experience, views and so on. A former employee to get a Kodak, a global women's Staff Award, which is very encouraging news, we Kodak countries all around the forum to promote open.
Reporter: Eastman Kodak said that 30 employees are women, women managers and above have a higher percentage of workers, out of which to consider such a choice?
Pleased: Kodak and other employees in the proportion of female employees may be a little different, mainly focus on the company diversified workforce. But we do not assume that what jobs are suitable for men than for women on. For example, our HR department, a former employee said she was more interested in the operation type of work, let her turn in the past, women can be excellent engineers. The most important is that you clearly like you want to go Shiyao career path you want to 浠?购. Kodak gives you a realization of the ideal space.
Reporter: Eastman Kodak Company, whether in the traditional film industry or the current digital field, has always been the market leader, this mean that Kodak's employees always work under strong pressure? How employees stress management?
Pleased: Kodak's "of the health sector" will be concerned about the staff time physical and psychological health. At work pressure, global competition is fierce now, there will be any work pressure. In the Kodak, if an employee feel that the heavy workload, or too little time with family and vacation time he wants, he can to his head or directly and I said, it can be said of the health sector. We try to make employees feel that the balance of the work. For example, Kodak's high-level needs of the global conference call, which experienced jet lag, Kodak's approach is to choose a time acceptable to all, for example here is the evening, there in the morning, it made us all feel fit.
In addition, sometimes how employees feel pressure, and their boss's management style related. I used to work in the digital sector, very hard, often overtime, projects are under great pressure, but my boss, an outstanding Chinese people, it often tells jokes, even in the most serious of the meeting, also so the atmosphere is very pleasant, very interesting, so we are very relaxed.
Note: HR departments and corporate strategy relationship between the Shen Yao?
Pleased: Kodak has from the establishment of the enterprise value has not changed much. HR department first is to continue the implementation of such a culture, so that our team has such a creed, so that our business is always at work to comply with this standard, so that our employees are well treated and respected. For example, in 70 years, Kodak has found a batch of our products have some problems, when we hesitate to destroy these products allow the company to bear all economic risk, they do not want to damage the trust Kodak customers. Our customers and employees are the same loyalty and honesty, which is very rare. But all the company's long-term goals are achieved through staff, therefore, respect and good to their employees, is an important part of HR work. On some time ago, in charge of our health to the health sector and I said, we Xiamen's three short-term contract workers suffered a car accident in hospital, we would like to take the initiative to go and they do health insurance, or to give as much as possible help with medical expenses, not that the staff was hurt, the company make a clean break with them.
Reporter: You always more than 20 years working in human resources, why not go to other departments?
Pleased: I university was industrial and labor relations, when they thought of college continues to read Law. But since joined the Kodak, but here I am very interested in doing HR work, so think about 3 years to go to school to leave some unfortunate, so they gave up. But Kodak is now president and chairman of the Asia-Pacific Region, Ms. Kesi Min HR background is original, and later transferred her to the business sector, and to do a good job, not to return to HR departments. She and I had a similar start, but then the choice is different. So the question I feel that if you like one kind of work, you want to have to do so. Moreover, there are many opportunities for job rotation to confirm you want to do most Shiyao kind of work. The HR department also has a number of different internal division of labor positions. Not long ago, one of our marketing staff had to do to and I said, he wants to try other work, even though he had no HR experience, but I find him quite the quality of HR, such as he has a very rich interview experience, coaching staff development experience, the experience of the development strategy, so I suggested he joined the HR department.
Reporter: Do you think to be an excellent HR, whether starting from the most basic exercise it?
Pleasure: to become a senior human resource managers, mainly in two ways, one of course, is to start from the grassroots, and slowly raise up. Another is that you can turn from other departments to do HR. The key is to look at the quality of your suitability to do HR. I personally think that the essential difference between two means not Shiyao. Of course, if you had not done HR's, the company will give you a lot of in-service training opportunities, but also allows you to participate in local meetings and activities of various HR industry, of course, you have mentors to help you, make you a more excellent HR practitioners.
Reporter: You think we like you to become a successful international manager, what qualities and experience necessary?
Pleasure: First, you must be broad-minded. No matter where you work, if you believe that people are kind, tolerant, honest, NA me even if you do not understand the local culture, local people will get help.
Second, you learn faster. A few years ago I got a EMBA degree, but I think the most important gains of this process is broadened my vision and ideas, so my knowledge is more abundant, so I think more legislation. But I do not think that in order to broaden their horizons and that it must read EMBA.
Of course, Kodak's senior managers do you need at least worked in the two countries to experience local culture through different peoples. In addition, learning the local language is also very important, I am now learning the language.
Ms. Cynthia High-Fischmann pleased Introduction
Ms. pleased graduated from Cornell University in Industrial and Labor Relations, in May 1999 as Senior Master of Business Administration graduate of Rochester Institute of Technology. Ms. pleased so far since 1981 has served as Kodak's human resource management positions, who have Kodak digital imaging of global human resources vice president, in December 2003 as vice president of Kodak's Asia Pacific Region, Human Resources Director to Shanghai.
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