How to do a good job in talent management of enterprises

Talents are the foundation and motivation for the rapid development of enterprises. The fundamental purpose of recruitment is to attract more high-quality talents to their own enterprises, give full play to the energy of every employee and lead the development of enterprises. People and positions complement each other and achieve each other. Only when managers manage talents in an all-round way (talent selection, training, management, etc. ) enterprises can develop continuously and win a place in the fierce market competition.

How do enterprises manage talents? -fully tap existing talents, improve people's efficiency and optimize talent allocation.

Managers should change from the management of human resources to the management of human resources, that is, from the management of human resources to the management of talent quality, from the individual responsibility of human resources management department to the joint responsibility of business departments, human resources management departments and senior leaders. Turn passivity into initiative and pay attention to the accumulation of talents. Regularly improve the recruitment process management system to improve the recruitment efficiency of enterprises. In particular, an internal succession plan should be made to reserve candidates who can fill future job vacancies.

1, talent demand analysis

To do a solid demand analysis, we should see the most fundamental essence from the appearance of recruitment demand. In-depth understanding of all job requirements required for the post, and understanding and analyzing the current situation of the department and the pain points of talent recruitment with the department heads, and doing a good job in talent demand analysis.

2. Find talents in various ways.

Nowadays, many people look for jobs, especially high-quality talents, not only rely on the recruitment platform to realize job-hopping, but also rely on headhunters or acquaintances to introduce them, which also explains why many enterprises can't find suitable candidates. Therefore, if you want to recruit high-quality talents, you need HR to take the initiative, not wait passively. On the one hand, it is necessary to establish a talent pool, dynamically manage the data of candidates who have good comprehensive strength in all aspects but failed to join the job in the recruitment process, and improve the talent pool in time. On the other hand, make full use of personal contacts and industry deposits, be good at contacting headhunters with foreign countries, encourage employees to push inward, actively expand recruitment channels, improve talent supply management mechanism, and ensure the balance between talent supply and demand.

3, talent inventory

Full-process management talents. Clear the planning path of talent quantity and quality, improve talent inventory, draw talent map and make talent development plan. In the recruitment process, professional interview and talent evaluation are combined to understand the basic information of candidates, complete talent evaluation according to the interview situation and make scientific decisions. Talents should adhere to the principles of openness, fairness and justice, take innovation and performance as the guide, and carry out grading and classification evaluation according to the characteristics of different positions.

4. Create a harmonious working environment

A good working environment and atmosphere is the key to retain talents. Often, the better talents pay more attention to the quality of the working environment. It can be said that a good working environment can make excellent employees. Good working atmosphere not only means harmonious interpersonal relationship, but also means providing reasonable and perfect promotion channels for talents, helping them not only get some returns, but also satisfy their sense of participation, value and accomplishment. Regular training is beneficial to the development of employees, from how to make a form faster and better to how to negotiate with people. Work is not a mere formality, we should care about whether employees have gained anything. Adhere to the principle of respecting and caring for talents, create a fair, just and open competitive environment, and create favorable conditions for promoting the retention of talents.

Insight HR system builds digital products of human resources with "business-driven+borderless integration+micro-service architecture", integrates core human services, professional human services and characteristic human services, optimizes human resources business and helps enterprises create higher value.

Meet different types of customer needs:

Through the integration of internal systems of enterprises, a digital and intelligent human resource management system is constructed, and a system service ecosystem is established.

1. Basic operation services: covering functions such as organization management, post management, personnel management, contract management, comprehensive statements and authority management.

2. Professional management services: including salary management, social security management, performance management, attendance management, training report, recruitment management and other functions.

3. Characteristic human services: covering functions such as cadre management, career planning, party affairs management, talent reserve management and ability management.

Advantages of Insight HR system:

1, multiple product lines: The core team of CIIC Zhiren deeply understands the human resource management systems of state-owned enterprises, central enterprises, banks, state organs and ministries, and provides highly matched product packages according to the nature and characteristics of enterprises.

2. Product+customization+service: adopt the delivery mode of product+customization+service, flexibly realize the business needs of human resources of enterprises and help the construction of human resources management system.

3. Technological innovation: adopting the most advanced micro-service technology architecture, the business can be expanded infinitely. In line with national policies, the domestic adaptation of mainstream manufacturers has been basically completed.

4. Event-driven: an engine that monitors business indicators and data, triggers corresponding preset business events, and informs users to understand or handle business. Through the event engine, the linkage of different scenarios of human resources and the automatic flow of business are realized.

China Wise Man Recruitment Management System —— A whole-process intelligent recruitment platform for efficient evaluation and recruitment.

Multi-channel recruitment one-click management, improve recruitment speed: support multi-channel recruitment post announcement one-click release, multi-format resume batch analysis.

Monitor the whole recruitment process and query the recruitment status at any time: support recruitment process monitoring, real-time view of the number of job seekers in each link, and support penetration query.

Intelligent talent pool construction, shortening the talent replenishment cycle: support talent pool construction, automatically archive talent data at different time nodes during the recruitment process, and realize automatic call of talent pool. At the same time, it supports blacklist management and the setting of various resume custom labels.

It is fully functional for job seekers and easy to grasp the job-seeking status: it supports candidates to check the application progress online and know the job-seeking status anytime and anywhere.

The Management System of China Wise Man Training —— Stimulating the Potential of Talents and Promoting Human Capital

Improve the talent development mechanism, combine long and short board training, and build a personalized and digital career development channel of "organizational training+personal development" to achieve mutual promotion and win-win between personal value and group strategy.

The system supports multi-dimensional collection and management according to different organizations and types in the requirements collection stage; Training needs come from many sources. The system supports employees to fill in training requirements, and at the same time, it can sort out training requirements according to post competence and organizational needs.

Training resource support group * * * enjoys or organizes private training resource management, including courses, documents, venues, internal and external lecturers management, etc. ; For the management of internal and external lecturers, support teaching record archiving, teaching evaluation and other functions;

Support learning maps, work and work study planning; Support online, offline, mixed and other training modes to build a comprehensive learning organization; Be able to monitor the whole process of training and learning; Support the management of employee training files;

Support to connect with other online training systems, integrate with talent management system, and accumulate learning points.