Text/ stone Dan photography/Zhu linlin
This article is the workplace magazine journalist Shi Dan at Microsoft Research Asia encountered by the "people" and the "thing".
This article describes that she came across in the Research Institute "," second — Microsoft Research Asia recruiting Manager Yang na, met her keywords are primarily "influence". The following is a press-Dan and Yang na interview content.
Yang na into Microsoft Research Asia in 2005.
The Institute has begun at that time, has also started on Microsoft and the industry had an important influence. On Yang na, how researchers and managers to build one of the best work platform, you can let their moment in the jagged "ideas" into the paper's creative work is Yang na.
A lot of time to myself
"Here each researcher on their own time have autonomous control.
"Yang na said. "People are very precious, we cultivate a researcher needs 2-3 years. So we gave up a lot of institutional constraints, once entered the Institute of work, will be able to obtain sufficient confidence, to a large extent freely dispose of his time. We give up using a standard way to measure the researchers because of standards that we are increasingly converging. "This practice results in significantly: from its inception in 1998, the Asia Research Institute has published over 1000 papers in international journals, and has over 200 technology applied to Microsoft products.
Microsoft Research Asia is one of the important mission is to explore the next five to 10 years of technology development trends.
Here, the researchers do not have any products of pressure. However, seemingly relaxed environment actually require each researcher must have their own judgment and decision-making ability. In fact, this freedom is not easy. These researchers are accustomed good people, they knew, just put in use the technology to prove their good and others on your trust. Only harder to treat every year "no limit" research and development funding.
It seems Microsoft Research Asia was born with a strong strong personality.
Dean to ocean once said, "because our research and thousands of miles apart, the headquarters is not possible and the product group colleagues often communication, we have no way to have a lunch will solve the problem, this means that we have to pay double the effort. ”
Yang na said: "smart is God given, and diligent determines your talent can play to the limit.
They are always very diligent. Particularly diligent in thinking. "Rest area can be used as a white board table records of their hard work," we will discuss any rest area, the collision between the inspiration may occur in the lines of full desktop. "Yang na so let us know.
(Photo caption: fellows and interns in the rest area of the "Whiteboard" table to discuss issues before.
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"III" chop off "10" will be
Look, after entering the researcher is a relaxed environment.
How do you make sure that the found that research is true? "a strict screening process. "Yang na said. The human resources department first work is "artificial way" on researchers resume screening. Main researchers: the key is not a job you can match it. Next is the telephone interviews, the main course is to understand each other's work in the background, career development ideas. "I believe that he had done to young card future can do better. "Yang na said:" through will be recommended to the Department Manager and technical manager. Then, we will send the candidates invited to Beijing, at least one day of the interview. Candidates have to face is 8 interviewer one-on-one conversations. But before the interview, the candidate is to assure the 8 individuals do 1 hour lecture. ”
After entering the Academy, the employee's annual goals and metrics by which employees and managers to discuss it.
In the year, managers and employees through formal or informal talks to communicate goals, and plans to adjust time timely updates. At the end of the fiscal year, staff will reach their goal, the results make a self-evaluation on the basis of their Manager will also be on staff at the year's compliance status and the staff are working with other ways to collect feedback and scoring for employees. Performance rating and staff complete results related, not with other employees. If staff assessed cannot reach the expectations of those work, managers and human resources department will cause specific analysis and to identify appropriate ways to maximize bangHelpful staff will work to the extent and results expected. If you are a continuing concern also cannot work expectations, leaving Microsoft to select other career path may be on the staff better career paths.
Who are the stars of tomorrow
Since its inception, the Institute started facing the Asia-Pacific University undergraduate, master's and doctoral students of the "Star" items.
(Institute of recruitment of interns 60% is a doctoral student, 35% of masters. Individual outstanding undergraduate students is in sight) of the item from Microsoft Research Asia and domestic and foreign universities jointly designed to foster high-quality research talent in the computer base. Interns into Microsoft Research Asia back into each study group for a period of three months or longer in practice. In 2005, through cooperation with the Chinese Ministry of education, aimed at the Microsoft Research Asia building become China's first training computer basic research talent education base, and explore a set of training highly qualified personnel and effective mode of your computer. Of course, Microsoft Research Asia is favorable. This was graphically compared to "personally pick the tree eating apples".
Institute researchers not only part-time outside, adjunct professor at the University can be.
Executive Vice President at seven flood xiaowen University postgraduate. On the one hand, the Institute actively in the world in search of the industry's elite; on the other hand, also their influence permeability to colleges and universities, and colleges together culture and developing the best talent to Microsoft computer. This is also the expectation of Bill Gates.
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