Talent strategy of Tian microelectronics

Talents are the bottleneck of enterprise development. The company should establish a correct concept of talents, effectively introduce talents, attach importance to talents and develop talents.

first, the concept of talents

1. the change from tactics to strategy

the change from tactics to strategy means that it needs to support the realization of the overall strategy of the enterprise and needs to be matched with the company's long-term talent resource planning. For example, through the internal recruitment system to train successors, enhance the cohesion of the company, and find a new generation of managers. The recruitment system is based on the human resources department as the main organization coordinator, with department managers and senior leaders as the main body, so as to standardize the human resources process and enhance the human resources management ability of middle and senior leaders, thus embodying that recruitment is the "source of living water" of human resources and the first level of taking the world's human resources for oneself.

2. Change from passive to active

We should change the thinking of recruitment from passively waiting for candidates according to job gaps to actively competing for talents through various channels.

3. The transition from emergency to reserve

Faced with the formation of phased objectives of strategic planning, human resource managers must stand tall and have a far-sighted vision, and clearly understand and solve the paradox of "talent comes first, business comes first, or talent comes first". We can't stop at the operation of low-level talents who have a gap and come back for emergency. We should attach great importance to internal compound talents, key training talents and internal selection of talents, and also pay attention to the introduction of strategic talents and management talents from outside in advance.

4. Transition from planned recruitment to daily recruitment

Facing the pressure of market competition, we must keep the internal talent resources in a state of continuous activation, making them full of vitality and unremitting. Therefore, it is necessary to strengthen the market awareness of human resources, change our thinking from the state of staged recruitment and piecemeal recruitment, establish the concept of "we are always introducing talents" and establish a recruitment system to ensure that talents are introduced every day.

5. The change from emphasizing loyalty to cooperating with collaborative talents

The attitude of integrating the world's talent resources for one's own use means that the forms of cooperation between enterprises and talents are more extensive, which is also the practical need of strategic development. In the case of controllable risks, we should actively change our ideas and cooperate with external talents, such as the introduction and cooperation of independent directors, external expert members, external management consultants and other talents.

6. the transition from legal contract to psychological contract

talent resource managers should raise the relationship between talents and enterprises from the level of legal contract to the height of psychological contract when introducing talents. Under the guidance of strong culture, strengthening the institutional embodiment of philosophy and core values in the process of talent introduction not only spreads culture in the process of talent introduction, but more importantly, it collides with the values of enterprises and talents in the two-way selection of recruitment, and selects talents who are recognized, accepted and suitable for culture.

7. The transition from professional skills to comprehensive quality

The decision-making concept of talent resources of generalists and specialists in philosophy provides a direct guiding ideology for talent introduction. Talent resource managers should effectively implement this idea in the recruitment system. When recruiting talents for various positions, they should not only pay attention to professional skills, but should pay more attention to whether candidates have good comprehensive quality and ability, and should pay more attention to those compound talents who can become the backbone of technology, management and business through a certain period of training.

second, talent planning comes first

enterprise talent planning is the basis to avoid blind introduction of talents and emergency recruitment. Talent planning refers to the functional planning of human resources, such as post establishment, rational allocation of personnel, employee education and training, talent resource management policies, recruitment and selection, based on the strategic planning of the enterprise, combined with the business development strategy of the enterprise and considering the future demand and supply of human resources.

The implementation steps and methods of strategic planning demand analysis of human resources are as follows:

(1) Formulate a reasonable human resources management system according to the actual situation of the company, describe all key positions, and clarify the responsibilities, rights and benefits of each employee.

(2) Establishing a perfect system of personnel allocation resources is a prerequisite for optimizing personnel allocation and rational distribution.

(3) Establish a reasonable salary grade management system to avoid employees' emotional dissatisfaction caused by uneven and unreasonable salary distribution.

(4) Establishing a reasonable and perfect salary performance appraisal system and a reasonable and feasible salary performance appraisal system can stimulate the work enthusiasm of talents.

(5) Establish and improve the training planning system. The purpose of human resource training plan is to cultivate talents.

(6) Make a recruitment plan, and the recruitment methods are divided into internal employment and external employment. Mainly consider the recruitment plan from the aspects of reserve talents, technical talents, management talents and marketing talents.

(7) standardize enterprise human resource management, and establish a set of scientific and reasonable system norms and operating procedures on talent recruitment, employment, training, promotion and dismissal.