05- Talent Inventory: Aim at bull's-eye talents (28 Rules of Talent Cultivation)

Rule 28: Water 20% of the flowers with 80% of the water.

When you find that the effect of talent training is not satisfactory, you may need to trace back to the source: is there something wrong with our training object? Is the stall too big?

The ultimate goal of talent training is to make a large number of high-performance talents emerge, so how can we cultivate high-performance talents?

Before training talents, we should first make an inventory of talents and find out 20% employees worth training. How to find this 20%? Do you want to lock the breeding object according to logic? After finding the training object, how to train to ensure the maximum return on investment? These problems must be solved by adults in stock.

/kloc-what is the inventory of talents with 0/00 points?

Only by designing talent projects according to the results of talent inventory can we understand talent supply chain from the perspective of management.

Four dimensions of talent list:

The number of discs-just doing this, the understanding is too superficial. In fact, the number of sets is only an incidental result of talent inventory.

Disk quality-in addition to the number of disks, we will also count the quality of talents and divide them into three categories: A, B and C.

Disk potential-who is the potential talent? These potential talents are the future leaders of enterprises.

Vacancy-If the current supply is difficult to support the future strategic talent demand, then we must make corresponding decision-making adjustments to the talent training plan.

The role of talent list

Examine the talent standard-the talent standard should change with the change of the market.

Inventory status of energy levels-enterprises are required to inventory a single comprehensive energy level, and the inventory results are divided into three levels: high, medium and low.

Gap.-How big is the gap? What are the main aspects of the gap, such as poor attitude, insufficient knowledge or insufficient skills?

Revitalize the talent pool-the biggest resource of an enterprise is its employees. Suppose your enterprise has 100 employees, then what you should consider is how to activate this 100 employee to maximize their productivity and per capita efficiency.

How to activate? We can learn from Ge's "27 1 rule". According to the ranking of employees, the top 20% of talents are listed as excellent talents of enterprises, 70% are qualified, and finally 10% needs to be eliminated by force.

The vitality curve is not fixed. For example, the proportion of employees eliminated by Huawei every year is 5%. Can also be fine-tuned according to the actual situation of their own enterprises.

The proportion has been determined. What should I do next to revitalize the talent pool? In fact, it is nothing more than doing the following six actions: promotion, post adjustment, salary adjustment, training, demotion and optimization. Who can be promoted? Who needs to be moved? Who has the opportunity to adjust wages? Who is incompetent and must be trained? Who needs to be demoted? What is emphasized here is that cadres, in particular, must be able to go up and down. Finally, who needs optimization? We need to get the unsuitable people off as soon as possible.

The real criterion for examining whether a human resources director is excellent is not his ability to recruit talents, but his ability to manage the talent pool.