Research On The Management Of Secret-related Personnel In FAW-VW Company

To borrow the words of the real estate industry,China’s automotive industry has gone through the "golden" era,is now gradually stepping into the "silver" era-lots of manufacturers,quality convergence,price war.In this era,only continuous innovation and breakthroughs can ensure an invincible position,and the trade secrets generated by innovation need to be protected by appropriate and appropriate means,so management solutions for those who generate,use,access to and manage this information(Secret-Related Personnel)need to be continuously optimized.This paper adopts the literature analysis method,the case analysis method,through the reference to the incentive theory and project management theory,and with the help of internal structure interviews,to clarify the CAUSE of FAW-Volkswagen’s confidential personnel management problems,and from the system norms,the whole process of supervision and incentives,etc.to carry out the reason analysis,so as to arrive at a solution-improve the management system of confidential personnel,strengthen the management of key milestone nodes,the introduction of positive and negative incentive and technical monitoring and other measures.With the development of the times,the overlapping part of confidentiality and information security will be more,information security is one of the three nature of confidentiality,concerned about the confidentiality of data,is the confidentiality of information,traditional confidentiality work is more concerned with visible and tangible carriers,such as archives,such as paper documents.FAW-Volkswagen,as a leading enterprise in the domestic automotive industry,whose confidentiality work is paying attention to the traditional category of secrecy,is also gradually moving towards data confidentiality,close to information confidentiality,and the confidential management department is also working together with the information technology department to reduce internal consumption,and thus maximize the company’s interests.Therefore,this paper emphasizes the importance of technology,in Chapter 3 program optimization and chapter 4 program optimization implementation guarantee two chapters,with more pen and ink on the confidential supervision technology to give a description.In addition,according to the conventional view,the restriction of competition is a restriction of a secret-related personnel,this article will sign the competition restrictions as an honor,is the company’s recognition of a person’s ability to prove,is a secret-related personnel or excellent employees of a kind of incentive and encouragement,only in this way,can eliminate the resistance of confidential personnel to sign competition restrictions.At the same time,the company should introduce the corresponding supporting system,clear in the confidential management,incentive retention,knowledge extraction,ladder construction,etc.,the department of employees to give the competition limit personnel the greatest degree of care,support and help,in the performance appraisal,can be given to sign the competition limit personnel appropriate tilt.At the same time,this paper also made some exploration of the role of trade secret culture,trying to establish trade secret culture from the point of view,so that employees’ sense of confidentiality and ability to achieve self-renewal,and ultimately achieve a win-win situation for the company and individual.