(Read in 2 minutes)

Huawei, the Chinese multinational telecommunications equipment and consumer electronics company, has been making headlines for its innovative products and services. However, what sets Huawei apart from its competitors is its unique strategy for nurturing outstanding talents. Ren Zhengfei, the founder of Huawei, has always emphasized that when selecting candidates, the company must choose “crooked melons and split dates” because they are sweeter. This means that Huawei tends to choose people who are particularly capable in a certain aspect, and those with outstanding strengths often have obvious weaknesses. Then Huawei uses the power of the organization to make up for their disadvantages. 

This strategy has been successful for Huawei, as the company has grown to become one of the largest telecommunications equipment manufacturers in the world. In this article, we will explore Huawei’s strategy for nurturing outstanding talents and how it has contributed to the company’s success. 

Huawei’s Talent Nurturing Strategy 

Huawei’s talent nurturing strategy is based on the following principles: 

1. Talent is the most important resource for an enterprise. 
2. There is no pure gold, no one is perfect, and those with outstanding strengths also have outstanding shortcomings. 
3. The key to success is to cultivate strengths and make up for weaknesses. 

These principles are reflected in every aspect of Huawei’s talent nurturing strategy, from recruitment to training and development. 

Recruitment 

Huawei’s recruitment process is designed to identify candidates who have the potential to become outstanding talents. The company looks for candidates who have a strong sense of responsibility, a willingness to learn, and the ability to work in a team. Huawei also looks for candidates who have a particular skill or talent that can be developed and utilized within the company. 

Training and Development 

Huawei’s training and development programs are designed to help employees cultivate their strengths and make up for their weaknesses. The company provides a wide range of training programs, including technical training, management training, and leadership training. Huawei also encourages employees to participate in external training programs and to pursue further education. 

Performance Evaluation 

Huawei’s performance evaluation system is based on a “three-level” model. The first level is based on individual performance, the second level is based on team performance, and the third level is based on overall company performance. This system encourages employees to work together as a team and to focus on achieving the company’s goals. 

Huawei’s Success 

Huawei’s talent nurturing strategy has been successful for several reasons. First, it has enabled the company to identify and develop outstanding talents who have made significant contributions to the company’s growth and success. Second, it has created a culture of innovation and continuous improvement, where employees are encouraged to think creatively and to challenge themselves. Third, it has helped Huawei to build a strong brand reputation, both in China and around the world. 

Conclusion 

Huawei’s talent nurturing strategy is unique in its focus on identifying and developing outstanding talents who have the potential to make significant contributions to the company’s growth and success. This strategy has been successful for Huawei, as it has enabled the company to build a strong brand reputation, create a culture of innovation, and achieve significant growth and success. As other companies look for ways to attract and retain top talent, they would do well to study Huawei’s talent nurturing strategy and learn from its successes. 

---

Have a management or leadership issue, question or challenge? Reach out to Mister Sivann’s Newsletter – Mister Sivann & The Answer. on LinkedIn or on blog at sivann.com/blog/