What exactly is familymart's storage and drying plan?

Reserve cadres are reserve talents for enterprise management. Through a series of training and exercises, they eventually become middle-level or even senior managers. If enterprises want to develop in the fierce market competition, they must have management backbones and excellent talents. In addition to outsourcing, enterprises are paying more and more attention to cultivating their own management talents and creating leading figures 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, conduct strict training, and enrich all the abilities and skills required for reserve cadres to become professional managers. But in the real society, many people think that ordinary reserve cadres should start at 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 posts and doing their original jobs a few years later. They think that enterprises treat them as cheap 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 in the future and gain greater benefits for enterprises. If enterprises reduce the requirements for recruiting 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 become 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 you have the ability and performance to reach the promotion standard can you become a team manager. Some people mistakenly think that the recruitment of "reserve cadres" by insurance companies is actually the recruitment of general insurance salesmen, so everyone is here. 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, with an annual income of at least 40,000 to 50,000 yuan in the previous year ... 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 or even longer than that provided by ordinary salesmen. Of course, the 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 ordinary salesman.

Spare no effort in professional training

In recent years, including various chain stores, restaurants, car sales, and even gas stations, all rushed to play the name of "reserve cadres" and frequently waved to fresh people. Why do so many enterprises adopt the practice of reserving cadres?

Motivation 1: Expand the layout.

Since they are called reserve cadres, enterprises must have expansion plans. Take HSBC as an example, it is planned with a view 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 getting bigger and bigger, and there are more and more people, and the demand for supervisors in HSBC is also growing. By then, it will be too late to recruit overseas. HSBC emphasizes the corporate culture of "one line passes on one line" 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 enterprises. 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 the store manager is promoted from internal staff, their past successful experience may limit their development. It is pointed out that reserve cadres with different industry experiences can often put forward new ideas 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 related courses in the school.

Some industries continue to recruit reserve cadres, which is related to the difficulty of professional development. For example, discount stores, convenience stores and other circulation industries can't find relevant training courses in all domestic departments, and operators have to cultivate talents 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 hundreds of people, while others adopt elitism. The number of reserve cadres is limited to less than 15 every year. For example, IKEA and HSBC only recruit 10- 12, because the betting training resources are huge, and they are worried that too many reserve cadres will not be taken care of.

Take IKEA as an example. We will not only arrange training and internship at different stages for each reserve cadre, but also assign a coach and tutor to guide business skills and solve intractable diseases encountered in learning, arrange a human resource manager to provide counseling, and even take care of the spiritual level of reserve cadres.

HSBC only recruits 10 reserve cadres every year, and the training cost of each person for two years is as high as 1 and 2 million yuan. Therefore, if someone falls behind during the training period, the training department should strengthen counseling, hoping that this 10 person can get in and out, because after all, HSBC has invested a lot of time and energy.

Challenges that reserve cadres must face.

1, external high standard requirements

Although reserve cadres can get more learning resources and promotion opportunities, they are not "ascending by helicopter" as imagined by the outside world. Reserve cadres are equivalent to compressing what would have taken several years to learn into the training period, facing higher pressure and challenges than ordinary staff. For example, it is often said that "if things go well, there are many challenges that need not be met." Colleagues will think that you have to do well, and if you don't do well, you will hang up. "

2. Put down your face and learn from scratch.

Most of the training of reserve cadres has a part of grassroots practice, so that reserve cadres are familiar with the actual operation of the company. However, some jobs are trivial and low-level, which often makes it difficult for reserve cadres who originally sat at their desks to adjust.

The surprised eyes of others and the self-awareness of the work gap have become the psychological adjustment that reserve cadres must have.

Ingvar Campla, the founder of IKEA, wrote in the book Four Seas IKEA: "Let's continue to be a group of optimistic lunatics, a group of stubborn and persistent people who refuse to accept' impossible' as the answer."

Of course, people who choose reserve cadres are not crazy. In fact, they need more perseverance, a paranoid pursuit of Excellence, and the courage to accept challenges. In the end, they can break through many hurdles to win the championship and embark on another wonderful journey.

To put it simply, reserve cadres learn everything from scratch and do everything from scratch. They can be a handyman at first, but if they develop well, this position is still good. Finally, good luck.