美国broadcom的人才三步曲（Three steps of talent for American Broadcom）15 years old life, for a person is still very immature, and a new enterprise, after 15 years, what will be the development of it? the industrys largest wireless network chip supplier;The worlds second largest IC design company;? the absolute leadership position in the communications applications semiconductor market;The total number of patents ranked fifth in the world and third in the semiconductor industry;Income in 2006 exceeded 36. 700 million dollars, an increase of 37% over last year;Thats how it is now, and the pride of a long history enterprise is created by the American Broadcom (Bo Tong) company at its start-up. Single chip and software solutions for its wide range of system operation and network equipment, digital entertainment and broadband network products and mobile equipment manufacturers, occupy a space for one person in the DSL, cable TV, satellite communication, digital TV, mobile communications and other fields.So, what makes the American Broadcom company standing on top of the IT industry remain competitive, and in just 15 years there is such a rapid growth? The reason lies in the following three points:? a highly educated workforce. Of the 5200 employees, most received advanced degrees, and 439 were doctoral;Overall R & D skills are strong. Of the 73% R & D staff, 50% of them are chip designers, 20% are systems and hardware designers, and 30% are software designers;? rich, expanding intellectual property rights. It has more than 2000 American patents, more than 800 foreign patents, and more than 6000 patents under application (more than 500 patent applications annually).As one of the founder of Broadcom Henry, Dr. Samueli said, Broadcom company still maintained the characteristics of an entrepreneurial company with everything from Broadcom, which effectively solves the problem of shortage of talent in rapid development, and the solution of this problem depends on the three steps of Broadcom talent management.The first step to build a HR out of himIn the view of general manager Dr. Broadcom, senior vice president of global human resources DianneDyer-Bruggeman and China District Wang Kai, Broadcom company focused on the field of communication is a highly specialized and unique, so the most important factors of its success is to have a high technical talents, and they are entering the company in the human resources department under the eye. Is the ability to play in the company and the potential of effective human resources under the policy. So, find the right one day HR work of veteran soldiers and able captains, strategic, forward-looking and practical, is an important force to support the rapid development of Broadcom, the first step is the company to rapid development must be taken.Unique consideration makes excellent HR teamBroadcom has its own unique considerations when it comes to finding the right, professional and technical HR talents:In the strategic positioning of HR, BroadcomHR positioned itself as the companys business partner. Many HR people only know what is the company policy, what is the salary structure of the company, but do not know to link some professional in the field of operation of the companys business, and how to increase investment returns, etc. For Broadcom, this sensitivity to the business is the most important and most needed. Therefore, Broadcom believes that education is not the most important, it is important that through previous studies and work experience, to prove that they have the business sensitivity of the company needs.? in the strategic requirements of HR, Broadcom HR must be able to promote the companys policies and measures to improve and develop. In the past two years, Broadcom recruitment HR, many candidates will often look like a century old shop, expect Broadcom with complete policies and procedures, and after their own, as long as the rules according to the rules. But in fact, this is still in the start-up stage of Broadcom company, basically no ready-made HR management framework and system (especially in the Chinese Office), an objective is precisely the hope that he can help the company to continuously improve and develop the human resource management system. As Wang Kai said, Broadcom needs passionate people, to have the passion to win, to make things perfect, and only in this way can we establish the leading position of the product, in fact, do the same HR.The generalist and the specialist have some uses. The HR team needs people of different types and abilities. In Broadcom, the HR operation is mainly composed of executive functions and human resources core functions of two components, the executive function is mainly undertaken by human resource business partner, assist the company each business line management and staff development work. Over the past two years, Broadcom has established s