What does it mean to recruit reserve cadres?

Question 1: 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.

Question 2: Now many enterprises recruit college students as reserve cadres. What is a reserve cadre is a reserve talent for enterprise management. After a series of training and exercise, he finally became a middle-level or even high-level manager. 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 with different progress for each reserve cadre, but also assign a coach and tutor to guide business skills and solve intractable diseases encountered in learning, and arrange a human resource manager to do it ..... >; & gt

Question 3: What does it mean to reserve cadres when recruiting? Let you start at the bottom. As a reserve cadre, I don't know when you will be promoted to cadre!

Remember to adopt

Question 4: What are the reserve cadres recruited by general enterprises? It's a talent pool. If your boss resigns, you can take his place.

Or, if the company has a new factory, you can be considered as the supervisor.

Question 5: What is the difference between management trainees and reserve cadres? 1. Contact information: Management trainees and reserve cadres are talents reserved for the future by the company for long-term development, and the specific function distribution may be defined differently by each company.

Second, the difference:

(1) The views of management trainees come from European and American enterprises, and those of reserve cadres come from Taiwan Province companies.

(2) Management trainees will have more opportunities to rotate between departments in the initial stage of employment, get more contact with the operation of various departments of the company, have a more macro understanding of the company, and finally be positioned as successors of future managers of the company; Relative reserve cadres are located in a department at the initial stage of entering the company, doing basic work in a department and receiving professional training related to the work of various departments. The final promotion space includes department managers and department non-management senior technicians.

(3) Fundamental difference:

After years of development and accumulation, many well-known enterprises have basically matured their management trainee programs and established a complete training system. Through forward-looking talent recruitment and systematic internal training, job seekers can rotate between different positions and participate in project management. At the same time, experienced managers provide career guidance for job seekers, so that they can have a comprehensive understanding of enterprise operation and corporate culture, and then become independent talents after training. Because the training direction of Guan Peisheng's project is management talents, the project involves a wide range and needs the support and participation of the company's top management. The investment cost of the project is also relatively high, which requires a lot of manpower, financial resources and material resources. Because of its great attraction, the management trainee program is favored by graduates. For example, in 2005, HSBC recruited 20 management trainees, and nearly 10,000 people submitted resumes. Therefore, the recruitment of management trainees is relatively strict, and the requirements for English are relatively high. Many well-known enterprise management trainees need to participate in international business, and their English requirements are basically close to their mother tongue level.

The training scale, depth and breadth of reserve cadres are insufficient. Job seekers are located in a department at the early stage of entering the company, often starting from the most basic work and receiving professional training related to the work of various departments. The final promotion space includes department managers and department non-management senior technicians. In contrast, the scope of work and promotion of reserve cadres is much smaller than that of management trainees. Most of the reserve cadres may be in the reserve stage, and most of the time they are in the reserve state. It is almost rare to really become cadres, and they must be exceptionally excellent, capable and lucky. Even now, many enterprises are recruiting under the signboard of reserve cadres, and job seekers are basically no different from ordinary interns after entering the company.

Of course, there are also some companies that want to train their future management talents through the reserve cadre plan, but only in some very excellent large enterprises. However, at present, the reserve cadre plan does not have a complete system and system like the management trainee, and it is still quite chaotic as a whole. Job seekers must carefully distinguish when applying for reserve cadre positions.

Question 6: I'll tell you what the reserve cadres do. I'm in the insurance business. Any person who recruits assistants, management cadres and other positions in an insurance company. In fact, you should know what you want to do when you come. You should start as a salesman, which is what you call selling insurance.

Of course. Insurance is a very challenging industry. If you think you are capable, you can still give it a try.

I hope it helps you.

Question 7: What do you mainly do after recruiting reserve cadres? Reserves are temporarily not allocated. You need to know the general job position, which is equivalent to a generalist. You need to know a little about everything, which is good for you. You can learn more and know which position you are suitable for.

Question 8: What does the people * * * recruit reserve cadres for? They plan to develop in the long run, but now the welfare benefits of the * * * units are better, and there seems to be no shortage of talents!

Question 9: How do enterprises recruit and reserve cadres? They are ordinary workers. If they do well, they can become monitor or something. If they don't do well, they will stay at the bottom forever.

Question 10: What do you think of the reserve cadres recruited by enterprises? This problem is divided into two parts:

1. The recruitment position is a "reserve cadre", but it is actually just another meaning: what you are asked to do now is a general position, and there will be opportunities for development in the future. No one can describe the job responsibilities of "reserve cadres", so "reserve cadres" is actually just a "concept" rather than a recruitment position.

2. Enterprises need "reserve cadres". According to the needs of enterprise development, some positions need a long training period. Therefore, it is necessary to reserve in advance and conduct long-term training when recruiting. During the training period, he may need to take up various jobs to adapt to the "cadre" job that he is expected to be competent in the future. This is a clear target position, which must be "reserve sales manager" and "reserve production workshop director", and it is not reflected in the recruitment information. Even if it is, it must be a specific reserve for a cadre position, because no enterprise will be stupid enough to train a person who only wants to be a leader in the future. What kind of leader doesn't matter unless it is the boss's son.