Five steps of talent management

Talent is the scarcest resource at present. Why is our enterprise short of talents? Just because many enterprises don't realize the importance of talent management, how should an enterprise manage talent?

First, build a nest to attract phoenix-how to recruit golden phoenix without building a good nest?

Enterprises must take the introduction of talents as their corporate strategy, so we must first build a good nest. Whether an enterprise is good or not depends on whether it has strong comprehensive strength, whether it provides a good performance stage for employees, whether it has a reasonable and standardized management mechanism, and whether it pays enough attention to talents. These are the basic elements to attract talents.

Common methods for enterprises to attract talents:

1. Adoption? High salary and high output? Model of

2. make good use of it? Value marketing? The way (of doing ...)

3. into the business? Whampoa Military Academy?

4. Ingeniously introduce shocking talents

5.？ Small temple? Recruit? Big monk? .

It is understood that foreign companies are? Plunder? Talent is amazing, there are seven ways:

1. Attracting overseas students and harvesting talents

2. Corporate mergers and acquisitions, even the pot.

3. Hire headhunters to find talents.

4. Set up institutions abroad and recruit talents locally.

5. Revise immigration laws and regulations and open the door to welcome talents.

6. Top officials go abroad to visit and steal talents.

7. Establish a cooperative education award to cultivate talents.

Second, the eye knows the eagle: Maxima is common and Bole is not common.

Recruitment is one of the most important tasks for leaders, and the core of leadership is to select the right talents, not to cultivate them. Therefore, leaders should spend at least one-third of their time on talent selection. Based on my years of practice and research, I have summed up the 48-word truth of selecting and employing people: first, choose the right one, first cultivate the second standard, second, the personnel are suitable for the first, second, the excellent one is internal, second, the external one is ahead of schedule, and the process comes back to ask the right questions and pay attention to the essence.

Third, realize dreams and gather talents: create a strong corporate magnetic field

Usually, there are three situations in a team. First, people are scattered and fragmented. Second, there are like-minded people and team destroyers, which wastes a lot of resources. Third, we unite as one and work together. The reason for this is that many high-level strategies can't communicate with the following because the upper and lower goals are inconsistent, so that employees are distracted. As the saying goes, the so-called obstacle is what you see when you can't see the goal. The world is always clear. People who lead unclear people, clarity is power!

Therefore, enterprises need a thinker to shape the same dream for team members, because people are great because of dreams. Dreams can unite people and attract talents! Dreams can inspire people! Dreams are the rudder of enterprises when they are in trouble or constantly changing! Dreams are a powerful weapon to win in the competition! Dreams can condense enterprises into a * * * body.

Fourth, set a slot for job-hopping: let job-hopping become positive energy for enterprises.

Job-hopping is a matter for professionals? Home cooking? . Think about it, what makes talents unwilling to stay? Many people regard job-hopping as a shortcut to promotion. Corporate culture and system make him feel that there is no future, the salary is too low, the work is monotonous, there is no room for learning and development, there is no sense of accomplishment and harmonious interpersonal commitment, and he has not completed what he is interested in.

What are the reasons why people change jobs frequently? Man struggles upwards, but water flows downwards? Can this idea be established within the enterprise? High and low? Can make job-hopping a positive energy in the enterprise, isn't it? Therefore, enterprises must change from material-centered to people-centered and pay attention to people's growth and development.

5. Manufacturing talents: It is not products but talents that are produced.

Why are great enterprises difficult to replicate? GE believes that we are a talent factory. The reason why we can succeed in many markets around the world is that our real core competitiveness is not in manufacturing or service industry, but in the ability to manufacture talents. IBM's idea: Where do excellent talents come from? Succession system? Refinement: you can't get off the bus every vacation, and leaders can concentrate on the most important places. So how to copy talents? There are four basic strategies:

Tutorial system for employees: the tutor of new employees cannot be the direct or indirect boss of their department, and the content of communication is not put on record, so they can communicate with their superiors as appropriate.

Job mobility system: one's own family is willing to go, the next family is willing to take it, and the last family is willing to let it go. Effectively solve the problem of job burnout and talent shortage of enterprise employees, and at the same time create a free and voluntary working atmosphere to find outstanding talents anytime and anywhere.

? A scapegoat? System: If every employee wants to be promoted, he must consciously train successors.

Fast-food training system: the enterprise establishes an internal training system, implements internal training according to the company strategy and employee needs, and creates a growth platform for employees.

In addition to the above strategies of copying talents, we also need indispensable hematopoietic genes:

1. Communication is barrier-free. Core idea: Communication is an action to inspire others.

2. Encourage creativity. Core idea: Immediate incentives are more important than year-end awards.

3. Evolution will not degenerate. Core idea: What makes you miserable makes you strong.

4. Build the road first. Core idea: improve the process, not blindly drive people. 85% of the reasons why customers can't meet their needs are the inefficiency of systems and processes, not employees.

5. Xiangma is more of a horse race. Core idea: Everyone is a swift horse. Put it in the right place and let it participate in horse racing.

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