MISSION

Job Profile

Consulting

Business Development

Finance and Administration

Qualification:

What you will get from working with us:

Attractive Pay

A Personal Development Contract We are a personal development company, and treats employees no differently from clients. This means we try to design the best job contract for building an individual employee’s human capital and satisfying lifestyle priorities. Areas of personal development at work discussed with employees are:

Value-added experience from

The candidate who has less experience can apply for Beijing Office Manager and junior consultant.

To apply:

See also:

As a Personal Development Concierge, you will:

To be qualified, you should have:

We will provide:

To apply:

See also:

十年前，“人才战争”的支持者把中国描述为一个低成本制造业基地，缺乏能够领导现代组织的经理人。今天，中国是一个经济领袖，其主要挑战是如何满足我国员工的愿望和建立一个新的有吸引力的全球性组织。跨国企业必须满足自己的雇员的志向抱负，包括有不同文化背景、有不同动机的雇员。跨国公司在中国必须建立一个工作场所，能够满足我国员工的个人发展愿望。什么是充满希望的公司？如何培养员工的个人发展呢？需要什么样的领导层？这些都是目前中国面临的重要的问题。

Bob Aubrey教授在全球四大洲与众多知名跨国公司和商学院就此议题开展合作，并将在今年领导中国第一个MBA人才管理方向的启动。

议程安排

参会回执

如您有兴趣参加此次活动，请与2010年7月12日前将以下个人信息Email至keyaccount@metizo.com，进行参会注册：

垂询：+86 21 5228 0796.

了解更多AEMBA项目信息： www.aemba.com.cn

了解更多:

Ten years ago, the “talent war” proponents described China as a low-cost manufacturing base lacking managers who could lead modern organizations. Today, China is an economic leader whose main challenge is how to meet the new aspirations of Chinese workers and build an attractive global organization. Chinese companies must be aspirational for their own employees as well as employees from different cultures with completely different motivations. Multinational companies in China must build a workplace that meets the personal development aspirations of Chinese workers. What is an Aspirational Company? How to develop people as individuals? What kind of leadership is needed? These are vital questions for China today.

Professor Bob Aubrey, CEO of Metizo, is working with Aspirational companies and business schools on four continents and will be leading China’s first MBA track for Talent Leaders which starts this year.

Event Arrangement

RSVP

If you are interested in attending this event, please register by sending an email to keyaccount@metizo.com with your following information before July 12th, 2010:

Should you have any inquiry, please call +86 21 5228 0796.

To know more about AEMBA program, please visit: www.aemba.com.cn

See more:

May 2010:

In May 2010 Metizo kicked off its third year of partnership with Volkswagen Group China in Beijing, China. According to Volkswagen senior HR manager, Karen He: “The success of the 2008 and 2009 program has set a standard for the Volkswagen Group China that we hope will be repeated in 2010.”

Automotive leader in China, Volkswagen is known for quality of management. The Metizo mentoring program not only helps younger managers identify career goals and formulate realistic personal development plans but also supports the continuing improvement of senior managers in talent development.

[Mr. Bob Aubrey conducting training to Volkswagen Mentees]

Over the future 9 months, The High Potentials of Volkswagen Group China will be accompanied along their journey of personal and professional development by the Metizo team. They will attend further tutorials in smaller groups to deepen their knowledge of the tools and share their experience. The High Potentials will meet with their Mentors to elaborate their career strategies, and they will be individually accompanied by the Metizo team throughout the process to ensure their progress.

According to Metizo consultant Sherry Gao, “Our research tracking the program that senior managers at Volkswagen are improving their talent building capabilities in the following areas: helping mentees identify their potential and unique competencies for their future career, helping mentees to improve self awareness and clarify career aspirations, and their people leadership at the company.”

Metizo consultant Jolie Yu, who has trained the mentees in 2008 and 2009 program, points out that all of the participants find a positive impact on their motivation and career engagement at Volkswagen. “They are better able to identify personal strengths and career opportunities at Volkswagen; and report that Metizo personal development tools have helped them increased their understanding of self and future aspirations”

See more:

（费列罗2010年新加坡人才发展研讨会）

作为世界上最著名的品牌之一、全球糖果行业的领袖，费列罗的业务版图在新兴市场也取得了高速的拓展。2010年1月，Metizo在费列罗位于卢森堡的全球总部启动了一项人才发展战略计划；而后，又在新加坡开展了面向费列罗亚洲地区经理人的人才发展研讨会。对于费列罗来说，人才发展战略的关键在于：将新兴市场员工个人发展的热望与公司独有的品牌文化有机结合，为公司人才提供全球职业发展机会。

与Antonio Bogi先生（费列罗新兴市场HR商务合作伙伴）访谈记录

（Antonio Bogi）

在费列罗，我们认识到：管理公司新兴市场的人才，关键在于如何应对一种特殊的、与传统意大利文化大相径庭的文化基础；因此，在管理、培养我们的关键人才及未来领袖时，我们采用了“文化智能”这样一个概念作为一项关键人才指标。Metizo为我们设计的项目，恰好帮助我们克服了这项重大的商业发展挑战：如何将公司人才的“才能”与其“文化智能”相联系。

Metizo给我们带来的第二项价值在于：他们很快理解了费列罗独一无二的企业文化。一方面，我们是一家保守的意大利公司；另一方面，我们代表了一个国际品牌。在Metizo的帮助下，费列罗从原本对品牌传统价值和悠久历史的单纯强调转为合理开发，旨在通过个人发展，在新兴市场创建一个鼓励梦想、鼓励抱负、鼓励发展的雇主品牌

Metizo从宏观上为我们设计了一套在新兴市场实施人才发展战略的计划。核心在于：让经理人们切实参与、集思广益，并且与公司管理层评估周期相联系，而不是期待通过一堂简单的培训课程解决所有问题。这一设计运行得非常成功，因为费列罗新兴市场的经理人们原本仅仅关注业务的拓展与开发；现在，他们已经开始把人才发展培养问题列入了工作日程表里。在新加坡研讨会后，我们立即做了亚洲管理层评估会，我已经可以切实感受到这一变化，因为费列罗的经理人们已经展现出明显的行为模式改变：他们关注的已经不仅仅是销售业绩的增长。

另见：

(Ferrero 2010 Singapore Seminar)

Ferrero is one of the world’s most reputable brands and a leader in confectionary with fast growth in emerging markets. In January Metizo kicked off a major talent strategy initiative with Ferrero at their headquarters in Luxembourg followed by a seminar for Asian managers in Singapore. For Ferrero, the key is to match personal development aspirations in emerging markets with the company’s brand and unique culture to create global career opportunities.

Interview with Antonio Bogi, HR Business Partner,Ferrero Emerging Markets

(Antonio Bogi)

At Ferrero we realized that our issues in managing talent in our Emerging Markets division was how to develop talent in specific cultures that are very different from our Italian culture base. So we used the concept of cultural intelligence as a key talent indicator for our leaders. Metizo helped us link talent and cultural intelligence which was a major challenge for our business development strategy.

The second value from Metizo was their quick understanding of our own highly specific culture. On one hand, we seem to be a conservative Italian company but we are a global brand leader. Metizo helped us go from a focus on our traditional values and history to being able to leverage that to create an aspirational employer brand in emerging markets through personal development.

Metizo brought us a macro-design in how to implement our talent strategy across emerging markets. Rather than doing this through a training course, the idea was to get participants to do something, to experience talent. And then they linked this to our management reviews. The design worked well because our leaders in emerging markets are very focused on the business and now they are able to use talent as part of their day-to-day work. We did the Asian management review right after the Metizo seminar and I could see a difference in how our managers plan business development. There was a big behaviour change from focus only on sales growth and the bottom line.

See more :

2010年4月

2010年4月，Metizo在澳大利亚墨尔本市，开始了与澳大利亚莫纳什大学商学院第四年的合作。这四年来，Metizo个人发展课程在莫纳什大学获得了稳定的发展；此次，新一年合作项目的帷幕由Metizo澳大利亚三名教学导师同时揭开：Christian Dahmen、Div Pilay （曾作为莫纳什大学学生参加第一年的Metizo个人发展课程学习）、Li-Ai Lim。

[Metizo 2010年莫纳什团队（从左至右）：Li-Ai Lim、Div Pilay、Christian Dahmen]

[Christian Dahmen教学现场]

[Li Ai Lim教学现场]

在商学院，学生们经常提出的一个疑问是：个人发展在“真实世界”中到底是否具有实践价值？以下来自一名莫纳什大学学生的描述，恰好可以回答这个问题，他描述了个人事业计划书（PEP）是如何切实帮助他实现职业生涯的跨越性发展的：

• “今天，在公司CEO和我进行了绩效管理面谈的时候，我向她展示了我的个人事业计划书以及一份领导力发展计划手册。我之所以如此坚定，是因为在投入了许多宝贵的时间和精力进行思考、完成课程报告后，我深深为Metizo个人发展流程所吸引，并且准备将课堂上学习到的理念付诸实施。令我既兴奋又有点惊讶的是，老板在听完我的阐述之后，不仅仅对我开诚布公的态度大加赞赏，同时也表示了对Metizo个人发展流程的极大兴趣，我与老板从未有过如此坦诚、开放又具建设性职业发展谈话。老板说，她非常喜欢这些工具，例如：胜任力评估、价值定位宣言、职业发展计划，等等；此外，她还表示，在读过我的个人事业计划书后，她更加清楚了我的职业抱负与方向，并且将积极地支持我朝着这个方向发展；否则，她认为我就是在浪费自己的才能、智商与潜力。这次和CEO的沟通，完全超越了传统的绩效面谈，因为我们不仅仅谈了日常工作；更重要的是，我们就如何实现我个人和公司的共同成长、创造共同的发展愿景，进行了深入的探讨……”

另见：

April 2010:

In April 2010 Metizo kicked off its fourth year of partnership with Monash Graduate School of Business in Melbourne, Australia. The program has expanded steadily and now runs three courses simultaneously with an Aussie-Kiwi team of Christian Dahmen, Div Pilay (who was as student in our first year) and Li-Ai Lim.

[Metizo Monash Team 2010. Li-Ai Lim, Div Pilay, Christian Dahmen < Left to right>]

[Christian Dahmen was teaching]

[Li Ai Lim was teaching]

In business schools, students often ask if personal development has a practical use in “the real world”. Here is how one Monash student used his Personal Enterprise Plan to advance his career.

• “Today I had my performance management discussion with my CEO and I laid my Personal Enterprise Plan on the table as well as a leadership handbook I completed as part of last semester’s leadership subject. Having invested so much time, energy and effort into it, I was determined to enter into the Metizo spirit and lay it on the line. I was not only pleasantly surprised but really delighted that my boss embraced my honesty and loved the Metizo approach. I had the most honest, open and constructive personal career development discussion that I have ever had, and my boss said she loved the tools: competency assessment, the positioning and plans. Indeed, she told me that, after reading the PEP, she would be actively encouraging me to move to the next stage of my career, otherwise she reckons I would be wasting my talents, intelligence and potential. This discussion did not just cover work, it went far beyond the traditional performance development and management discussion to create a career vision inside the company….”

See more:

2010年2月

2010年1月29日-2010年2月1日，Metizo CEO Bob Aubrey教授对AEMBA 2009级学生，进行了为期4天的个人发展项目第二模块的教学。

在上一个教学模块（2009年10月底），教授要求学生们以小组的形式走进企业，对企业的个人发展战略、项目、工具等进行实地调研。

本次教学模块中，9个小组的学生就其对9个不同企业的个人发展调研结果，包括行业内标杆企业比对、访谈结果分析、潜在问题讨论以及意见建议，一一向大家进行了展示。这9个企业来自不同的行业（包括化工、制药、银行、电子游戏等），属于不同的国家（中国大陆、台湾、美国、英国等）。

[一组学生就其对一家著名英国银行集团个人发展体系的调研结果向大家进行展示。]

每组学生展示过后，Bob Aubrey教授和在座的其他学生都会就其感兴趣的话题向台上学生提出各种各样的问题，场面互动不断，火爆异常。

讨论过后，Bob Aubrey教授就行业最佳实践、普遍存在的不足以及个人发展的未来等问题做出精湛的总结，并且提出很多发人深省的开放性问题，供学生们进一步思考。

[教学结束后，学生们与Bob Aubrey教授合影留念。]