How to establish the internal talent development mechanism in enterprises

how to establish the internal talent development mechanism

1. establish and improve the talent recruitment mechanism

the human resources department should make an annual recruitment plan according to the current and future needs of the enterprise, and collect talent information through the internet, job fairs, newspaper recruitment advertisements, and internal employee recommendations.

interview, select and appoint the reserved talents according to the needs of employing people in different periods.

For outstanding talents who have no job demand for the time being, they should be stored in the talent pool for future use, so as to prevent the talent gap (when a position in an enterprise becomes vacant due to business changes, promotion, retirement or resignation of predecessors, two or three suitable candidates are guaranteed to take over this position). Although such talents can't work in the enterprise for the time being, the person in charge of the human resources department needs to contact at least once every two months to communicate with them about the development of the enterprise and get the latest contact information of the other party.

create a magnetic field for talents in enterprises, and publicize the image of enterprises to attract talents, so as to attract outstanding talents.

2. Establish and improve the employee training mechanism, that is, the talent training mechanism, to help employees grow into talents in the enterprise

According to the present situation and future development trend of the enterprise, formulate training materials suitable for the enterprise.

according to the different characteristics of each employee, make a targeted group training plan, arrange employees who are likely to be promoted in the enterprise to participate in the training, fully explore their potential, and help them adapt to the needs of higher positions.

make a talent incentive training plan to help employees recognize and agree with the development prospects of the enterprise, realize their importance and development in the enterprise, fully mobilize the enthusiasm of employees, and improve their work efficiency and enthusiasm.

Make a work skill training plan to help employees improve their working methods and methods to make them more mature.

3. Establish and improve the employee assessment mechanism

Formulate the code of conduct and post responsibility system for employees, which employees should strictly implement;

Use various performance management tools to conduct all-round evaluation, regularly assess employees' performance, and record it in employees' files as the basis for rewards and punishments. The assessment items should include:

employee performance assessment

employee work attitude assessment

employee quality assessment

employee development assessment

employee comprehensive assessment (IQ, EQ, maturity, psychological quality, behavior style, etc.)

4. Establish and improve the promotion, reward and punishment and elimination mechanism

. This will enable employees to develop better in the enterprise, fully mobilize their enthusiasm and enthusiasm for work, and also help enterprises to carry out their work better;

Establish an employee survey and evaluation mechanism to encourage outstanding employees to recommend themselves or each other and challenge for higher positions;

for employees with poor performance, actively do ideological work to help them have better work performance;

terminate the labor contract as soon as possible for employees with poor work attitude and insufficient ability.

5. On-the-job personnel management mechanism (talent echelon)

In principle, on-the-job employees are evaluated once every six months to reserve and select talent teams for the three-tier echelon of enterprises.

communicate with the grass-roots staff once a quarter, understand each other's ideological situation and inform each other of the latest situation of the enterprise in time, and do a good job of ideological comfort;

Select employees with excellent performance and good comprehensive quality from the grass-roots talent pool, transfer their data to the talent transfer station, and transfer their data to the middle and high-level talent pool as candidates when there is demand;

delete the information of the personnel who have changed during their working period from this database in time, and fill their vacancies in time;

add new information to the reserve talent pool every month, select more suitable reserve personnel, and ensure that there is no fault in talents;

when there is a job transfer, in line with the principle of giving priority to the development of internal employees, the employees with excellent internal performance and development potential will be assessed together with the newly hired external candidates, and in the case of similar assessment results, the internal employees will be given priority to be promoted, so that the on-the-job personnel can see their development space in the enterprise and arouse their enthusiasm.

6. Establish a corporate culture management mechanism

By celebrating employees' birthdays, organizing employees to participate in outward bound training, rewarding excellent employees for traveling, and getting together with employees, we can enrich employees' spare time, build a corporate culture atmosphere, and enhance the cohesion of enterprises.

Because after work hours, every employee can show his true self, which helps the leaders or human resources departments of the enterprise to better understand each employee, and also makes the employees feel closer to the enterprise and more dedicated to their jobs.

have a heart-to-heart talk with employees, better grasp their psychological dynamics, help them solve difficult problems, make them feel warm, and increase their determination to develop with the enterprise.

7.HRM (human resource management) software

According to the needs of enterprises, the HRM software is customized, and the management is programmed through the software, which can not only ensure the scientific and procedural management, greatly save manpower, but also facilitate the handover of work (even if the personnel in charge of the human resources department change, it is easier for others to take over). The general contents should include:

talent recruitment system: applicants submit their application information through the enterprise website and write it directly into the candidate files in the enterprise talent information database. Those who pass the interview will transfer their information to the corresponding talent pool; Those who fail the interview will be deleted from the candidate file.

talent classification system: the system sets talent pool classification: high-level talent pool, middle-level talent pool, grass-roots talent pool and reserve talent pool (professional and technical talent pool can be added according to the needs of enterprises). The talent data in each database can be freely transferred to other talent pools.

training system: make and store training materials, record the list of employees who participate in training, record them in employee files together with training contents, and call them at any time.

talent assessment system: according to the assessment standards formulated by enterprises, the performance and attitude of employees in a period of time are assessed, and the assessment results are recorded in employee files and can be called at any time.

reward and punishment system: according to the employee assessment results, employees are rewarded or punished, and the reward and punishment results are directly recorded in the employee files and can be called at any time.

promotion system: employees with outstanding performance are promoted according to their performance and job requirements, and the system can transfer their data from the original talent pool to the new talent pool for storage.

employee feedback system: collect employee feedback information regularly, absorb employees' good suggestions on enterprise management, encourage employees to recommend themselves or each other, and mobilize employees' work enthusiasm.

Other functions: such as birthday reminder for employees, photo display function for corporate activities, and employee culture garden (excellent articles, personal experiences, etc., and rewards for outstanding persons)

Special emphasis:

1. Submit the application materials only after suggestions through the corporate website, and fill them in according to the prescribed forms, so as to be directly stored in the corporate talent pool, without the need for staff to re-enter, thus saving office time and expenses.

2. The solidity of the talent pool is not only an administrative or personnel issue, and the personnel department alone cannot undertake the important task of talent training. Senior leaders must put considerable energy into this aspect and make corresponding instructions according to the enterprise development plan, which will be implemented by the personnel department.

3. We must train talents according to the future needs of enterprises, and we can't just focus on the present or even the past. It is far from enough to find out the elements of success in the past only by analyzing history. It is necessary to have long-term strategic thinking and planning and cultivate corresponding talents according to the strategic needs of enterprises.

4. separate the training budget from other projects, even if the enterprise needs to cut expenses, the training budget still needs to be kept. Talent is the foundation of enterprise development, and a good training mechanism is the cradle of talent.

5. Recruiting excellent talents and recruiting ordinary employees cannot be confused. Ordinary employees are recruited only when there is a real job demand, while outstanding talents are different. Enterprises that truly know that talents are useful will still open their doors to outstanding talents even when there are no vacancies.

6. The elimination mechanism is a necessary part of enterprise talent management, which is relatively impersonal, but there is no other way, otherwise it will bring adverse effects to the whole talent echelon. How to establish internal communication and coordination mechanism

To sum up, 35% of communication comes from verbal communication, while 65% depends on nonverbal communication. I remember someone said that the key to communication is not the content of communication, but how to communicate in an acceptable way. Employees and bosses are two subjects with different interests. For business owners, because of the huge risks and pressures, they think that there is no need to communicate with employees at all, and due diligence is their duty, while employees are completely different. All he sees is the privileges he enjoys as a boss: for example, telling the people below to do things, but he can not do them; You can be late and leave early; Can decide the life and death power of employees ... Therefore, we must pay attention to the interests and feelings of the other party when communicating, that is, the so-called empathy. First, for managers, we should first realize the importance of communication. Communication is the high realm of management, and many enterprise management problems are mostly caused by poor communication. Good communication can make interpersonal relationships harmonious, and can successfully complete tasks and achieve performance goals. Poor communication will lead to poor productivity, quality and service, which will increase costs. Second, establish a benign communication mechanism within the company. The realization of communication depends on a good mechanism: the first is through formal communication channels, such as monthly meetings, weekly meetings and symposiums. The second is through informal communication channels. Such as e-mail, weekend trips, small gatherings, etc. No matter through what form of communication, as long as employees speak, and say what they want to say. Wang is always the boss of a listed company in Shenzhen. He is very good at communicating with employees. Although the company's marketing network is all over the country and its business team is huge, no matter how busy Mr. Wang is, he will take time out of his busy schedule to call or write to employees personally. Therefore, even an ordinary salesman in the distance will feel that he is very close to the company. The company will receive proposals from front-line employees all over the country every month, and those who adopt these suggestions will be rewarded. Third, the boss is the stimulating factor of enterprise productivity. Is the boss important? Generally speaking, you will definitely say yes. But why is it important? Is it because of investment? No. If the boss only invests, he can only be regarded as the boss of investment significance. The author thinks that a successful boss should have extraordinary leadership. He is the stimulating factor of enterprise productivity, the symbol of enterprise spirit and the embodiment of enterprise culture. Whether a benign mechanism can be established depends on whether such a culture is constructed. There is a saying that what kind of boss has what kind of corporate culture! . In order to establish an open communication mechanism, the boss should set an example to build an open and shared corporate culture within the company. Understand employees, not according to their own mode of thinking. Similarly, communication must be conducted in a way acceptable to employees. Good communication is investment, an intangible investment. What enterprises lack is investment in this area. Practice has proved that tapping internal productivity must start with communication. 5. Communicate with employees with a good attitude Communication with employees must put yourself in the same position as employees, be frank, open-minded, and put yourself in the other's shoes. Otherwise, when everyone is in different positions, psychological barriers will occur, resulting in unsuccessful communication. Manager Zhang once worked in a well-known enterprise in China and served as the director of the marketing management department of Southwest Marketing Headquarters. Recalling the work scene at that time, he said: My colleagues and I have always maintained a good team spirit. I attach importance to their feelings, and keep in touch with them, listening to their excellent views, so that everyone's strengths can be fully brought into play. They call me Manager Zhang at work, and they call me Brother Zhang after work. This relationship allows us to work more efficiently than other departments. The so-called civilian communication makes the two sides of communication have no distance. Five hearts are the premise of communication (1) the heart of respect. Managers should respect employees as much as they respect themselves, always maintain an equal mentality, emphasize the importance of employees, and emphasize the subjective consciousness and role of employees. Employees feel that they are respected, so they are inspired to share the joys and sorrows with the enterprise. Respect runs through the enterprise. Respect reflects the quality of managers and enterprises. (B) the heart of cooperation performance cooperation rather than employment relationship. The conflict of interests between managers and the managed cannot be changed, but the working atmosphere of enterprises can be rewritten through the establishment of cooperative relations. (3) The heart of service regards employees as its own internal customers, and only by satisfying internal customers can we better serve external customers. Managers are suppliers who provide services for employees. What they need to do is to make full use of the existing resources of enterprises to provide employees with convenience at work and personal value-added. (4) An appreciative mind learns to appreciate its own employees instead of blindly performing its duties. When a person is appreciated, he can be greatly inspired. As a manager, you need to treat your employees with appreciation and let them know. (5) Sharing the heart is the best learning attitude and the best corporate culture atmosphere. Managers and employees constantly share knowledge, experience, goals and everything worth sharing in their work. In fact, management is very simple: as long as they keep good communication with employees, let employees participate, and form an operating mechanism within the enterprise from bottom to top, instead of top to bottom, real management can be realized. In a word, let employees regard work as a happy thing and get the greatest success. How to set up an enterprise internal mailbox

This is more difficult. Check online first, and I'll help you ask tomorrow. How to set up an intra

First, set up a local area network, and connect each network device, including PC and network printer, with switches.

This step is very simple. One switch is not enough, so you can use multiple strings together, and all the IP addresses of computers are automatically obtained!

the second step is to connect a router to a switch. This router is very important, and it should be responsible for automatic dialing, assigning IP addresses, and specifying DNS servers. When setting the router, you can check the random instructions, and then set it on the switch. The WAN setting depends on your situation. The LAN setting is relatively casual and simple. The IP address is set to 192.168..1, and the DNS server will find your network.

in the last step, * * * enjoys surfing the Internet. Routers generally have two interfaces, WAN and LAN. In the previous step, you have connected the router to your local area network by LAN interface. Now, just connect the LAN interface to MODEN, and you are basically done!

note that the access router is usually MODEN, but if you use a private line (optical fiber), it is an external line that directly enters the router, but there is no one.