The construction and management of the enterprise reserve talent ladder should be based on the enterprise strategy as a starting point. Corporate strategy @ strategy is the goal of the company's development, based on this goal to generate demand for talent, different companies and different stages of corporate development due to the different goals of the strategy @ strategy leads to differences in demand for talent. For example, in order to realize the rapid expansion of S enterprises to develop "100 store manager project" to establish a talent pool for store managers and selection. In order to consolidate the management foundation, X enterprise for the middle and grass-roots management cadres to establish talent reserves and selection mechanism. In the establishment of the enterprise talent echelon mechanism, to clarify the enterprise development strategy, the formation of a clear idea of talent development, on the basis of which the reserve talent assessment, training and selection work.

Two, the establishment of a good corporate culture

Good corporate culture on the effective operation of the reserve talent management system can play a positive role in promoting. The human resources director believes that the enterprise should form a fair competition, positive cultural mechanism to encourage outstanding employees to enter the reserve pool for training. Talent echelon construction and management should be supported by the top management of the enterprise, which needs to mobilize all aspects of the power of the whole enterprise to promote. Enterprise HR should strengthen the talent ladder construction of publicity work, so that department heads fully understand and support and cooperation. On the one hand, HR can start the talent ladder each year when the selection of the talent ladder program within the company to carry out publicity, on the other hand, supervise and guide the department head to implement the plan to the department, in the whole company to form a good operating atmosphere.

Three, the establishment of a reasonable talent development channel

Enterprises should be for the reserve talent to establish a good development channel, through the HR and personal interviews with employees to determine the development goals and channels to motivate them to continue to improve their own ability to realize the personal position. Generally speaking, enterprises should set up management and professional channels for employees, and employees can choose their own development channels according to their own positions and conditions. At the same time, in addition to vertical promotion, employees can choose horizontal circulation (in principle, level circulation) according to their own conditions.

Four, the establishment of a reasonable talent echelon

Talent echelon division is combined with the corporate strategy and business status quo made in many companies talent echelon program is also known as the successor program. In the enterprise, more talent ladder is made for the management talents, which is generally divided into three layers, namely, senior, middle and grassroots. At the same time, there are more and more enterprises for professional talents to establish a reserve talent ladder, including technical talents, operational talents and so on. Establish what kind of talent ladder, put which, divided into several layers, these issues need to be analyzed and judged by the enterprise. In short, the talent echelon should be combined with the corporate strategy and talent strategy to ensure that the talent echelon for the corporate strategy to ensure that the role of the HR should analyze the current status of the enterprise talent, the future demand for talent, and can communicate with the senior management of the enterprise in-depth, a clear grasp of the direction of the development of the corporate strategy in order to make the right decision on the construction of the talent echelon.

V. Improve the selection mechanism

Enterprises should establish a perfect selection system to ensure that high-performance and potential employees can enter the reserve pool for training.

Sixth, improve the training management mechanism

For employees entering the reserve pool, the enterprise should create a good training environment, the use of diversified means of training the reserve personnel for targeted training.

Seven, improve the talent echelon exit mechanism

The reserve talent echelon should be managed dynamically to ensure that the enterprise's most outstanding (or the most potential) employees can enter the reserve talent echelon to accelerate training. Talent echelon dynamic management is the end of the exit management, enterprises should establish a reasonable exit mechanism, so that the talent echelon management and the internal selection and promotion mechanism is relative to the reserve talent to produce good incentives.

Eight, the talent echelon should be combined with other human resources systems

Talent echelon construction and management is not a separate system, it is a sub-link in the work of human resources, in order to play the role of the talent echelon talent echelon mechanism should be combined with other human resources systems, including recruitment management, performance management, training management, staff development. Enterprises should do a good job of talent ladder management mechanism and other management systems to ensure its good operation and management.