How to build a talent echelon? In order to maintain long-term and stable development, enterprises need to establish a talent echelon to ensure that a group of well-trained and motivated talents will take over important positions in the future. Let's take a look at how to build a good talent team.
How to build a talent echelon?
In order to maintain long-term and stable development, enterprises need to establish a talent echelon to ensure that a group of well-trained and motivated talents will take over important positions in the future.
(1) Career development plan.
The Human Resources Department requires the reserve personnel to fill in the Employee Career Development Plan Form, and communicate with the reserve personnel on the Employee Career Development Plan Form regularly to understand the problems encountered by the reserve personnel and the support they need, and put forward suggestions for revision in combination with the company's development needs and human resources planning;
Lenovo Group pays attention to consulting world-renowned large companies in human resource management. IBM, Hewlett-Packard, etc. are all their teachers, and they maintain close relations with the human resources departments of these companies. At the same time, they carried out job evaluation within the group, unified salary items, and implemented the management policy of "suitable for the post, suitable for the post and paid". The "post-suitable" management mode requires the analysis and evaluation of posts, quantitative assessment indicators, and then the analysis of employees' technical quality, psychological quality and potential. At the same time, through the establishment of internal labor market and post rotation system, the Group realizes the optimal allocation of personnel and posts, and ensures the suitability for posts and abilities.
(2) rotation.
Reserve talents must undergo at least one rotation exercise in relevant positions before being promoted to reserve positions;
Lenovo started job training or job rotation before it needed to fill an important position, in order to gain more work experience and more knowledge needed for this position, and it didn't need to wait until the position was vacant. Lenovo implements job rotation to ensure that employees can fully tap their personal potential and find the position that suits them best. By sublating the previous work, Lenovo ensures that this positioning can be innovated and improved.
(3) The tutorial system is implemented.
Mentors are senior managers who are responsible for supervising, supporting and helping reservists in terms of ideology, morality, work attitude and professional skills, and are responsible for providing vocational guidance to reservists. In advance, both parties should receive skills training in line with their roles. The performance appraisal results of reserve personnel have a certain proportion of influence on the performance appraisal of tutors;
Talent Team Step Construction 2 (4) Training.
In the company's training system and implementation plan, the training of reserve talents is listed as a special content, and the human resources department is responsible for formulating the training plan of reserve talents in combination with the actual needs of the company's development, the human resources planning and career development planning of reserve talents, and regularly revising the plan according to the development of reserve talents; Lenovo's talent training plan starts with the new employees, covering corporate culture, business skills, communication skills, management skills and so on. Training from trainers to employees, so that employees within the company can learn in stages, improve from management, participation, practical exercises and other aspects, and improve employees through training. Once he has technical advantages, time management skills and communication skills, Lenovo's stage begins to accept him as a manager. In fact, the average age of Lenovo management is less than 40 years old.
(5) Evaluation and constraint.
The company gives the reserved talents more career development opportunities and more development space through a lot of resources, so it needs the reserved talents to reflect more value. On the one hand, the assessment of reserved talents has higher performance standards, and in order to avoid the loss of reserved talents to the company, it is necessary to sign a longer-term employment contract with the company.
Accordingly, the incentive mechanism of McDonald's is fully utilized. Every day, McDonald's will set goals for people in different positions according to the specific situation. Once the goal is achieved, they can get bonus points within the company. The integral reward method has created a lasting competitive atmosphere within McDonald's.
It is important that the human resources department should regularly evaluate the actual effect of training reserve talents, analyze the existing problems and make improvements.