My answer: Motivation of enterprises to train reserve cadres 1: Since it is called reserve cadres, enterprises must have expansion plans. Take HSBC as an example, it is planned with an eye to 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 from abroad. HSBC emphasizes the corporate culture passed down from generation to generation and hopes that a group of people who grew up drinking HSBC milk will lead the company's development. 2. In addition to preparing for the future, the introduction of diversified vitality can also bring new vitality to the enterprise by introducing reserve cadres with other work experience. 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. 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, there are no relevant training courses in various departments in China, and the industry has to cultivate talents by itself. 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. The company has such a rich intention to set up reserve cadres, so reserve cadres can do a lot.