What does it mean to reserve talents?

Question 1: What does talent reserve mean? Recruiting companies with jobs to prepare a talent pool for the great development of their own units, so as to provide a talent pool for some key positions of the company, especially leadership positions. Enterprises can have a talent pool that can be called at any time, so as to better meet the unexpected needs of enterprise development.

In one of the most popular words, it is body double on the football field. The main players can't fight, it's your turn to go up, that's all!

First, the talent pool is the ideal state of every enterprise, and the talent pool is the high-level talents provided when the enterprise develops to be in urgent need of high-level talents. However, if enterprises often fail to arrange senior talents when they should have them, it will definitely bring losses to enterprises. This requires arranging some talented people within the enterprise, which will come in handy when the opportunity for business proficiency is ripe.

Second, the talent pool is not only the company's internal reserves, but also the talent pool of external talents. When necessary, use it timely and accurately.

At present, talent reserve science needs enterprises to spend a lot of money to operate, so it only exists in some large enterprises or state-owned enterprises, but it is not extensive, so there is no professional teaching material.

-

Let me introduce you to the ways of talent reserve in modern enterprises:

In the new economic stage, the important characteristics of economic development are knowledge, networking, informationization and globalization. Every step is inseparable from new talents with new knowledge and skills. Adequate talent reserve has become an indispensable strategic goal for enterprise development. Enterprises can achieve this goal in the following three ways:

1. Training and utilization of talents within enterprises

Compared with enterprises in developed countries, enterprises in China lack outstanding talents who can compete with foreign enterprises. China enterprises pay less attention to human resources and planning than developed countries, and the role of talents has not been fully exerted. It is of great practical significance to train these people into useful talents for enterprises.

Talents can be roughly divided into three types: first, "reappearing" talents who can use existing knowledge and strive to complete their jobs. This kind of talent is the most important part of enterprise talent composition, and a lot of basic work is done by them; Two, strong thinking ability, good at synthesis, creative and breakthrough in professional research. Such talents are often academic leaders in a certain profession or field, the backbone of enterprises and an important force for enterprises to achieve innovation and development; Third, there are "leading" talents who can foresee the future development and change of things and make foresight a reality. This part of talents is the best part of talents and plays a decisive role in the future development of enterprises. The establishment and cultivation of the internal talent market in enterprises is to develop the human resources of enterprises through training, tap the wisdom and potential of all kinds of personnel in enterprises, and develop and utilize them. Especially the cultivation of creative and innovative talents will lay a good intellectual foundation for the development of enterprises.

Training is not aimed at anyone, everyone in the enterprise needs training. Relevant data show that the speed of knowledge expansion in the last century increased from every 30 years 1 time to every two years 1 time at the end of this century. In the face of new challenges, anyone, whether a leader or an ordinary staff member, must constantly learn new knowledge, otherwise it will be eliminated by enterprises. Excellent enterprises are bound to have excellent talents. For business operators, high-quality talents are inestimable wealth. An enterprise must first establish a talent market internally, and the talents within the enterprise can flow with each other in different positions, from the capable to the mediocre. In this way, enterprises can find the talents they need through their own internal market and use them for enterprises. Enterprises must change the long-standing situation of only using people without educating people, increase capital investment in talents, and improve the overall quality of enterprise personnel through training. A sample survey in a city shows that 30% of state-owned enterprises only allocate a little education and training fees symbolically, and the annual per capita is below 10 yuan. 45% enterprises have basically stopped investing in human capital, and less than 5% enterprises have accelerated their investment in human capital.

The training and continuing education of employees and scientific and technological personnel by American enterprises provides us with a good reference. American companies spend 210 billion dollars on employee training every year. 97% of enterprises in the United States have made training plans for their employees. The largest 100 industrial enterprises in the United States are used to update, broaden and deepen the specialization of scientific and technological personnel. & gt

Question 2: What do you mean after the interview that you entered the talent reserve plan and were not hired?

This description means that the company doesn't have a suitable position for you now, so put your resume into the company's talent reserve plan. If there is a new job fair in the future, you will be given priority, which is equivalent to politely refusing the job seeker to accept it. Thank you! ! !

Question 3: What does talent reserve mean? Talent reserve is the human resource strategy of enterprise's long-term development strategy. After accurately grasping the strategic objectives and human resources planning of the enterprise, we should optimize the talent design from the level, quantity and structure, and implement long-term, lasting and targeted talent inventory and training to ensure that the talents of the enterprise can meet the needs of the long-term development goals of the enterprise.

Question 4: What does the talent pool mean? Recruiting companies with jobs to prepare a talent pool for the great development of their own units, so as to provide a talent pool for some key positions of the company, especially leadership positions. Enterprises can have a talent pool that can be called at any time, so as to better meet the unexpected needs of enterprise development.

In one of the most popular words, it is body double on the football field. The main players can't fight, it's your turn to go up, that's all!

First, the talent pool is the ideal state of every enterprise, and the talent pool is the high-level talents provided when the enterprise develops to be in urgent need of high-level talents. However, if enterprises often fail to arrange senior talents when they should have them, it will definitely bring losses to enterprises. This requires arranging some talented people within the enterprise, which will come in handy when the opportunity for business proficiency is ripe.

Second, the talent pool is not only the company's internal reserves, but also the talent pool of external talents. When necessary, use it timely and accurately.

Question 5: What does it mean to reserve computer talents? It means training more computer talents. Use it at any time, train more people with cutting-edge knowledge, and bring it in temporarily or urgently, just like storing blood in blood.

Question 6: What is the talent reserve plan? Talent reserve plan, that is, it is not a job vacancy, but a planned recruitment of some people as backup human resources.

Question 7: How do enterprises reserve talents? The loss of some core backbones is irreversible.

1, use good people. 2. Keep people. 3. Find potential talents among employees and cultivate them as early as possible. 4. Take advantage of various recruitment opportunities, collect talents, and file files to make reserves.

Question 8: Solution: What do you mean by banking talents? A few days ago, the human resources manager of the unit came to me and said that he helped me apply for a person in the city. Banks have different definitions of reserve talents. Some banks set up talent pools for various positions, and then have the priority to choose promotion or competition from them, but generally there is no salary increase. There is only one place for a reserve talent like you. Personally, I think you are highly valued by the leaders and there is a lot of room for promotion, haha. The specific work depends on why you reserve talents. It's hard to say yet. The leader will arrange it then. Now let's work with peace of mind.

Question 9: What do some companies mean by recruiting reserve cadres? 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. There are some experiences in applying for reserve cadres, and there are several aspects that you must know first: 1, Treatment: Reserve cadres, as the reserve talents of the company, may be ordinary employees at first, but the treatment is generally higher than that of ordinary employees. If it is lower than ordinary employees, don't go ... 2. Company size: If the company is small, he doesn't need to recruit reserve cadres. Such companies generally regard reserve cadres as coolies. 3. Development prospect of the company: If the company has a rapid expansion plan in a short period of time, there will be many promotion opportunities for reserve cadres, otherwise it may stay for a long time, especially in industrial enterprises, where the personnel are basically saturated and the promotion opportunities are few. 4. Industry: Health care products and insurance industries don't recommend you to go. These industries value your sales ability more.