Shanghai Client Diesel Engine CO.,LTD — The more advance that you think, the more beautiful prospect that you have 

We have the MTU brand and the MTU Onsite Energy brand, a global leader in engine and marine propulsion systems, land and rail vehicles, and industrial drives and field generators. L'Orange's injection system complements our product portfolio.

German or overseas internships, on-the-job students or thesis projects, industrial training, career initiation, career change or career advancement - Shanghai Hatta Diesel Engine Co., Ltd. offers a variety of opportunities and challenges. Shanghai Hatta Diesel Engine Co., Ltd. in the recruitment website can find relevant information.
Looking for a vibrant work environment? Is this a place you can devote to from the first day? Are your new ideas and opinions popular? Want and reward hard work and originality? Ready to once again be passionate about your work?
Join us and join us in moving the world forward. We look forward to meeting you.

Indeed, when the enterprise development to a certain stage, in order to achieve sustainable development in a highly competitive market, companies must have the right strategy, good organization and management capabilities, full of professional ethics of the talent team, and talent is undoubtedly the whole company Foundation.
Choose good to cultivate, through the excellent team of division of labor, effective implementation of the market strategy, enterprises can sound development. As the leading MTU engine, MTU engine parts suppliers, we firmly believe that companies want high-speed sustained hair, must be injected into the blood, the cultivation of plastic talent. Since 2008 the company officially with the internationally renowned human resources cooperation in the interests of the company, developed a scientific model of the quality of talent. Through a clear corporate strategy on the requirements of human capacity standards in the selection of talent recruitment to promote the company's strategic development of personnel training. Three-stage training programs are generally implemented for entry-level staff:
career planning
For new employees, the company will be based on job characteristics and different skills and cultural training. Human resources department of the introduction of standardized system processes, the organization of professional lecturers, the development of targeted courses, basic knowledge of new employees, product knowledge, professional shape, corporate culture, all aspects of training.
With the basic job skills and career direction, the company will be based on individual performance in the work of the aspirations and capabilities of the trend, the initial planning out personal career development plan. For R & D personnel, providing technical experts, technical executives dual path development path. Technical experts focus on technology development and innovation to solve technical problems; technical executives good at grasping the direction of the project and product planning, led the team to complete the development task; Similarly, for customer service personnel, market personnel, but also provides business direction, management direction of two categories of talent Training direction.
The work will be broken down into the core business quality, professional job quality, the quality of three leadership qualities, the right people to impose different training methods. Such as through the mentoring system, so that the same type of personnel counterparts training, rapid increase. For the main line of technical personnel, the company through technical training system, the actual accumulation of project experience, technology among cattle people to learn, and continuously strengthen the technical talent positions and achievements of pride; to take the technical management class line of talent, After accumulating considerable technical capacity, the company will train its leading R & D team, lead the project operation, communicate with customers and market colleagues, accumulate its ability to control projects and products, and continuously improve its leadership.
The above career development plan is not static. Through the closed-loop process of selecting, cultivating, appointing, using and improving the education, the company and the individual constantly adjust the career development direction, so that the company and the individual choose the optimal development path.