Reserve cadres are the reserve talents of enterprise management. After a series of training and exercise, they 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 enterprises simply don't have so many management posts, and many reserve cadres are still in their original posts 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, it is not like "a radish and a pit" in the setting of management positions 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

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, the relevant training courses can't be found after searching all the departments in China, so the operators 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, solve difficult problems encountered in learning, and arrange a human resource manager to provide counseling, even taking care of the spiritual level of reserve cadres.

HSBC only enrolls 11 reserve cadres every year, and each person who invests in training for two years will spend as much as 1 million yuan or 2 million yuan. Therefore, if someone falls behind during the training period, the training department should strengthen counseling, hoping that these 11 people can join and leave the group, because after all, HSBC has invested a lot of time and effort.