In the face of enterprise development, how should the talent reserve remain unchanged?

Enterprises should reserve talents to:

A, provide a broad stage for employees, and go hand in hand with employees;

Career planning can not only help individuals get a successful job in the initial stage of their career, but also get out of confusion and reach the other side of success in the stage of career development. For enterprises, a good career management system can also give full play to the potential of employees, give clear and specific career development guidance to outstanding employees, and maximize the value of enterprises from the perspective of human capital appreciation. Enterprises should help employees make a good choice of career direction and development direction. Helping an employee to design his career development direction includes that his post may be redesigned according to his career development direction, that is to say, putting the right person in the right post, which is an original idea of enterprise management.

Second, provide all aspects of training for employees and promote the development of employees to "compound" talents;

Enterprise development needs specialized experts as well as all-round generalists. Therefore, the quality of "compound" talents and multi-experts can determine the future of enterprises. Enterprises should design annual education plan according to the future development needs of the company, strengthen the training of employees in compound aspects, and promote the all-round development of employees in morality, intelligence, physique and aesthetics. Staff training should be diversified in strategy formulation, including full-time, part-time, circular teaching, on-site training, internship, tutor teaching, technical exchange and so on. At the training level, it should be "multi-level", including special operations, job training, skill level, project integration, professional technology, management skills and job qualification training. Adhere to the combination of professional skills training and quality and ability training, do a good job of research and demand analysis before the training plan is formulated, pay attention to full-staff, all-round and whole-process management during the training process, summarize, analyze and improve in time after the training, accumulate experience and optimize management to ensure "appropriate objects, appropriate content, orderly organization and ideal effect".

Third, build a talent echelon and establish a good education mechanism;

Establish a "ladder" mechanism for talent progress. According to the company's talent strategic planning, the training targets of decision-makers, middle-level training targets and grass-roots cadres are drawn up, which are divided into administrative management direction, technology research and development direction, manufacturing direction and marketing direction according to work attributes, and the post sequence diagram is drawn up, which is convenient for employees to make targeted progress in stages and form a scientific talent echelon.

1. Establish a talent promotion and use mechanism. Fully develop its potential, so that it can quickly become competent from incompetence. Anthony robbins, the world's first master of stimulating potential, said: "Everyone has a sleeping giant waiting to be awakened." Research shows that more than 97% of the potential of ordinary people has not been developed. Therefore, enterprises should make good use of the strengths of talents and give employees more incentives. Especially for the post-80s and post-90s groups who are good at innovation and quick thinking, we should provide them with a broad platform, give full play to their intelligence and initiative, make bold appointments without sticking to one pattern, and give full play to their intelligence and wisdom, so that everyone in the world can use them. The successful practices of many Fortune 500 companies have proved that most of the talents highly utilized by enterprises have achieved impressive results and created good economic and social benefits for enterprises.

2. Establish talent exchange salons and clubs, encourage them to brainstorm and build a young, promising and cohesive team. Team learning is the most efficient. On the one hand, team learning can inspire, communicate and promote each other; On the other hand, more than 80% of the company's management problems are related to others. Therefore, the best way is to discuss the solution to the problem with the "parties". This means that the boss and subordinates form a study group, and the members of the department form a study group. It will be very effective for the departments that often deal with each other to study together, discuss regularly, take turns to speak and practice transposition. If the potential goals of decision-makers are brought into the president's office, they are required to participate in the company's strategic decision-making and speak actively on weekdays.

3. Establish a mechanism for the latecomers to survive the fittest. It is necessary to break the seniority theory and realize the talent mechanism of "those who are able to go up, those who are flat and those who are mediocre". Quote the "catfish effect", fully mobilize employees' sense of competition and crisis, give play to the wisdom of latecomers and young people, let the fittest survive, let the unsuitable be eliminated, let the right people take charge of the right things in the right positions, and make the best use of their talents and eliminate the fittest.

4, to step by step, gradually improve, the establishment of management skills is a slow effort, or, you need to train a skill, accumulate over time to become an excellent manager. Nowadays, many enterprises, from bosses to professional managers, are impetuous and always want to eat a fat man. For this kind of slow management, they give up because it is too far away to understand their desire. On the other hand, successful enterprises in the world should pay attention to gradually improving the management ability of managers. There is really no shortcut to train time management and communication skills this year, target management and motivation skills next year and team building and leadership in the third year.