80年代末90年代初,随着中国改革开放的进程,一些国际公司进入中国市场,催生了一批中国职业经理人。十几年漫长的经历和磨练使得过去的员工成为了今天的部门经理,过去的部门经理成为了今天的总监或总经理。从此中国开始出现了经理人这样一个特殊的群体。并且,随着全球经济一体化的进程,在市场经济环境中中国的企业也呼唤有职业道德和懂经济运行规则的职业经理人的出现。无疑在今后企业的管理团队中职业经理人将会起到十分重要的作用。同时,经理人的成长需要环境和培训机制。外企和合资企业相对比较重视培训但也不完全满足需求。国内的企业特别是中小企业对此还相对重视不够,这里关键在于企业的决策者和管理团队对公司人才的培养是否有紧迫感。除了本企业有限的培训和工作实践外,外部提供的培训和学习的机会还远远不能满足经理人成长的需求。中国职业经理人的成长还要经历痛苦的观念转变和漫长的道路。 In the late 1980s and early 1990s, with the progress of China's reform and opening up, a number of international companies entered the Chinese market and created a batch of Chinese professional managers. More than a decade of long experience and honed past employees to become department managers today, past department managers to become today's director or general manager. Since then, China has emerged as a manager of such a special group. And, with the process of global economic integration, Chinese enterprises in the market economy environment also call for the emergence of professional managers who have professional ethics and understand the rules of economic operation. Undoubtedly in the future management team of enterprises, professional managers will play a very important role. At the same time, managers need to grow their environment and training mechanisms. Foreign enterprises and joint ventures pay more attention to training but do not fully meet the demand. Domestic enterprises, especially small and medium-sized enterprises are still relatively insufficient attention to it. The key point here is whether there is a sense of urgency for corporate policymakers and management teams to cultivate their talents. In addition to our limited training and work practices, the opportunities for external training and learning are far from meeting the needs of the manager's growth. The growth of professional managers in China also undergo painful changes in the concept and the long road.