question 1: what do some companies mean by recruiting reserve cadres? Reserve cadres are the reserve talents of enterprise management. Through a series of training and exercise, they eventually become middle-level or even high-level managers. In order to develop in the fierce market competition, enterprises must have the backbone management and excellent talents. In addition to outsourcing, enterprises are paying more and more attention to cultivating their own management talents and building leading soldiers who can lead enterprises to ride the wind and waves. For applying for reserve cadres, there are some experiences, and there are several aspects that you must first understand: 1. Treatment: As a reserve talent of the company, reserve cadres, although they may be ordinary employees at first, should generally be paid a little more than ordinary employees. If they are lower than ordinary employees, don't go ... 2. The scale of the company: If the company is small, it is not necessary for him to recruit reserve cadres. Such companies generally regard reserve cadres as coolies. 3. Development prospects of the company: If the company has a rapid expansion plan in a short period of time, there are many opportunities for reserve cadres to be promoted, otherwise they may stay for a long time, especially in industrial enterprises, where the personnel are basically saturated and there are fewer opportunities for promotion. 4. Industry: Health care products and insurance industries do not recommend you to go. These industries pay more attention to your sales ability. No matter your education background, as long as you can sell things, you can be promoted. If you don't have this ability, let alone being a cadre, it is estimated that eating is a problem.

Question 2: Now many enterprises recruit college students to be reserve cadres. What is a reserve cadre is a reserve talent of enterprise management. After a series of training and exercise, they will eventually become middle-level or even senior managers. In order to develop in the fierce market competition, enterprises must have the backbone management and excellent talents. In addition to outsourcing, enterprises are paying more and more attention to cultivating their own management talents and building leading soldiers who can lead enterprises to ride the wind and waves. To this end, enterprises will generally go through strict and prudent recruitment procedures, select the most potential talents, and conduct strict training to enrich all the abilities and skills that reserve cadres need to become professional managers. However, in the real society, many people think that general reserve cadres should start from the grassroots level. Now there is a saying in society that reserve cadres are salesmen and handymen. In addition, some people think that there are not so many management positions in enterprises at all, and many reserve cadres are still in their original positions and doing their original jobs after several years. They think that enterprises use them as low-cost labor. In my opinion, some enterprises do have ulterior motives, but many enterprises really want to train talents, so that they can realize their own value and gain greater benefits for enterprises in the future. If enterprises lower their requirements to recruit reserve cadres, it will undoubtedly increase the training cost, which is not conducive to the development of enterprises in the long run. In fact, not all reserve cadres can become cadres, but they are more likely to be managers than others. Take the insurance industry as an example. Because of its special industry attributes, the setting of management positions is not like "a radish and a pit" in other industries, but only when it has the ability and performance to reach the promotion standard can it become a team manager. Some people mistakenly believe that the recruitment of "reserve cadres" by insurance companies is actually the recruitment of general insurance salesmen, so everyone comes. In fact, if the conditions for insurance companies to recruit "reserve cadres" are not relaxed, they must not only have a college degree or above, but also have at least two to three years of departmental management experience, and their annual income in the previous year is at least 41,111 to 51,111 yuan ... Insurance companies will never recruit fresh graduates as reserve cadres. After joining the job, the training time provided by reserve cadres is three to five times that of ordinary salesmen, or even longer. Of course, the welfare benefits will be different. If the performance is not up to standard, you will not be promoted to director within the specified time, and you will also be reduced to general salesman.

Professional cultivation has spared no effort

In recent years, all kinds of chain stores, restaurants, car sales and even gas stations have rushed to brand themselves as "reserve cadres" and waved to fresh people frequently. Why do so many enterprises adopt the practice of reserving cadres?

motivation 1: to expand the layout

since it is called reserve cadres, the enterprise must have expansion plans. Take HSBC as an example, it is planned with an eye on the vacancy of directors in the next five years. Zhu Minjie, vice president of the training and staff development department of HSBC, said that the business is bigger and there are more people, and the demand for supervisors in HSBC is also increasing. By then, it will be too late to recruit overseas. HSBC emphasizes the corporate culture of "passing on from one line to another" and hopes that a group of people who grew up drinking HSBC milk will lead the company's development.

Motivation 2: Introducing multiple vitality

In addition to preparing for the future, introducing reserve cadres with other work experience can also bring new vitality to the enterprise. The director of Watson's human resources department believes that retail is a very flexible industry, and consumers' preferences and consumption patterns have been changing. If store managers are promoted from internal employees, their past successful experience may limit their development. It is pointed out that reserve cadres with different industry experience can often put forward new ideas that are beyond the old practices. When the company promotes new ideas, their acceptance is also relatively high, which invisibly affects other old employees.

motivation 3: there are no relevant courses in the school

some industries continue to recruit reserve cadres, which is related to the difficulty in developing their majors. For example, in the circulation industry such as discount stores and convenience stores, all departments in China can't find relevant training courses, so they have to cultivate talents by themselves. Enterprises have different restrictions on the conditions of reserve cadres. Although some companies will set restrictions on the qualifications of candidates, most welcome newcomers to try. Enterprises have different policies for recruiting reserve cadres. Some people start with a few hundred people, while others adopt elitism. The number of reserve cadres is limited to less than 1.5 each year. For example, IKEA and HSBC only recruit 1-1.2 people. The reason is that the betting training resources are huge, and they are worried that too many reserve cadres will not be able to take care of them.

Take IKEA as an example. We not only arrange training and internship in different progress for each reserve cadre, but also assign a Coach and Mentor to guide business skills and solve difficult problems encountered in learning, and arrange a human resource manager to do it ... > >

question 3: what is the meaning of the reserve cadre written when recruiting? It means to let you start from the bottom first, and as a reserve cadre, I don't know when you will be promoted to a cadre!

Remember to adopt it.

Question 4: What are the reserve cadres recruited by ordinary enterprises for? It is the talent reserve. If your superior resigns, you can take his place

Or, if the company has a new factory, you can be considered as a supervisor

Question 5: What is the difference between management trainees and reserve cadres? 1. Contact: Management trainees and reserve cadres are talents reserved by the company for long-term development, and the specific function distribution may be different for each company.

Second, the difference:

(1) The statement of management trainees comes from European and American enterprises, while the statement of reserve cadres comes from Taiwan Province companies.

(2) Management trainees will have more opportunities to rotate posts among departments at the initial stage of entering the company, get more exposure to the operation of various departments of the company, have a more macroscopic understanding of the company, and finally be positioned as successors of future managers of the company; Relative reserve cadres are positioned in a department at the initial stage of entering the company, doing basic work in a department, and receiving professional training related to various departments' work. The final promotion space includes the managers of the department and the non-management senior technicians of the department.

(3) Fundamental difference:

After years of development and accumulation, the management trainee programs of many well-known enterprises have basically matured and established a complete training system. Through forward-looking talent recruitment and systematic internal training, job seekers can rotate among different positions and participate in project management. At the same time, there are experienced managers who provide career guidance for job seekers, so that they can have a comprehensive understanding of enterprise operation and corporate culture, and then they can become independent talents after training. Because the training direction of Guan Peisheng's project is management talents, the project involves a large scope and needs the support and participation of the company's top management. The investment cost of the project is also relatively high, which requires a lot of human, financial and material resources. Because of its great attraction, the management trainee program is favored by graduates. For example, in 2115, HSBC recruited 21 management trainees, and nearly 11,111 people submitted their resumes. Therefore, the recruitment of management trainees is stricter and the requirements for English are higher. Many well-known enterprise management trainees need to participate in international business, and their requirements for English are basically close to the level of their mother tongue.

Reserve cadres are deficient in training scale and depth and breadth. Job seekers are located in a department at the initial stage of entering the company, often starting from the most basic work and receiving professional training related to the work of various departments. The final promotion space includes the managers of the department and the non-management senior technicians of the department. In contrast, the scope of work and promotion that reserve cadres are exposed to is much smaller than that of management trainees. Among reserve cadres, most of them may be in the reserve stage and most of the time. It is almost rare to really become cadres, and they must be exceptionally outstanding and have the ability to be lucky. Even now, many enterprises recruit with the signboard of reserve cadres, and job seekers are basically no different from ordinary interns after entering the company.

Of course, some companies want to train their future management talents through the reserve cadre plan, but it is only limited to some excellent large enterprises. However, at present, the reserve cadre plan does not have a complete system and system like that of management trainees, and it is still confusing on the whole. Job seekers must carefully distinguish when applying for reserve cadre positions.

question 6: I'll tell you what picc reserve cadres do. I'm in insurance. What positions do any insurance company employ, such as assistant and management cadre? Actually, when you come, you should know what you want to do. You should start as a salesman, which is what you call selling insurance.

Of course, insurance is a very challenging industry. Reserve means that you don't need to be assigned for the time being. You need to know about the general jobs, which is equivalent to being a generalist. You should know a little about everything, which is good for you. You can learn more and know where you are suitable.

Question 8: What do people * * * recruit reserve cadres for and plan to develop in the long run, but now the welfare of * * * units is better, and it seems that there is no shortage of talents!

Question 9: What do enterprises do to recruit and reserve cadres? They are ordinary workers. If they do well, they can be the squad leader or something. If they don't do well, they will stay at the bottom forever.

question 11: what do you think of the reserve cadres recruited by enterprises? This problem is divided into two parts:

1. The recruitment position is a "reserve cadre", but in fact it is just another meaning: what you are asked to do now is a general position, and there will be opportunities for development in the future. No one can describe the job responsibilities of "reserve cadres", so "reserve cadres" is actually just a "concept", not a recruitment position.

2. The "reserve cadres" needed by enterprises need a long training period in some positions according to the needs of enterprise development. Therefore, it is necessary to reserve in advance for a long-term training in recruitment, and during the training period, it may be necessary to take on various jobs to adapt to the "cadre" job that he is expected to be competent in the future. This is a clear target position, which is necessarily a "reserve sales manager". Generally, it is not reflected in the recruitment information. Even if it is, it must be a specific reserve of a cadre position, because no enterprise will be stupid enough to train a person who only hopes that he can become a leader in the future, and it doesn't matter what kind of leadership, unless he is the boss's son.