UNIQLO Has A Spirit Of Craftsman.

Japanese culture pays attention to the spirit of the craftsman (Chinese culture is the same).

For example, wine making, casting swords, making sushi and so on, the so-called "artisans" is to achieve a magical state.

The "craftsman project" of UNIQLO is to recruit skilled technicians who are very experienced in the quality of products such as sewing, dyeing and so on to control the links, and give them high respect and good treatment. Let them play the role of remaining heat, teach the rest of their work to more skilled workers, and supervise and guide the product quality problems from a professional point of view.

This strategy can kill two birds with one stone. The artisans have their own advantages, and the quality of UNIQLO's products has also gained a good chance to improve.

Ryui Masa believes that managers of a company should preferably be between 30 and 45 years old, because managers of this age have accumulated rich work experience and management experience, and are in the prime of life. Their desire to grow is particularly strong. Their work is full of passion and can infect every employee with passion.

Because he enabled many young people to enter management.

However, clothing technology needs skilled workers at a certain age, in order to solve the problem of how to improve the quality of products.

Ryui Masa once said, "the market of casual wear is really big.

In this huge market demand, the general effort is obviously not enough to produce goods that satisfy the needs of the vast number of consumers.

So, after a variety of explorations, UNIQLO launched the "craftsman project".

For example, in 2004, he collaborated with architect Ando Tadao and fashion designer KENZO to design the costumes for Japanese athletes in the Athens Olympic Games. In the 2008 to 2011 and 2014 cooperation with the German minimalist designer Jill Sanda, and this year's co operation with the former creative director of the Hermes, these are the highlights of UNIQLO's flexible use of talented people.

Thinking about it, UNIQLO achieved today's success because of its open environment.

In fact, all companies want to develop, the most important thing is to have and use.

Good people should do their best, do not waste and use in the wrong place.

And why it has the above talent strategy and personnel specific methods, is also a profound study of the specific circumstances of their company, as well as the company's positioning in the entire business environment, as well as their goals and ideals, to make useful choices for themselves.

Many domestic start-ups and even big companies may want to study UNIQLO in terms of talent strategy, but they need to establish a sense that UNIQLO's talent strategy is used to solve the problem of UNIQLO, and every detail in talent appointment and adjustment in talent strategy is caused by UNIQLO's own problems.

However, several points have been summarized.

The employment experience and hope to discuss with the start-up companies and readers:

1, nowadays, domestic startups want to build explosive products or services, and they also say they attach great importance to user experience. Then, we should establish a real user centered awareness. This is reflected in the talent aspect, that is, all employees of the company, from the top management level to the basic staff, must work around the products and services, and the whole organizational structure needs to be set up so as to eliminate the organization structure.

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2, there are also a number of start-up companies after a new round of financing, eager to expand the scale and quickly occupy the market and recruit a large number of employees. Later, it found that this has become a drag on the company. For early start-up companies, it is very important to take every step in a smooth and solid way.

3, startups are constantly changing in a changing business environment. Because they always consider flexibility, UNIQLO's "strength doctrine" and "project doctrine" are of great reference value.

4, even if the company is still small, if you have strategic ambitions and make a general strategic vision, it may make the development path and direction of the company clearer.

5, let all employees identification with company goals, objectives and ideas, so that employees can know what they should do, how to cooperate with other departments, and strive for the results of the company's expectations.