What are the efficient talent management methods?

1. push Free time? And flexible remote working mechanism. Almost every company needs to make improvements in productivity, creativity and successful innovation. Although many companies now offer flexible working hours, how is it arranged? Free time? The mechanism of thinking and innovation is more effective. Companies like Google and 3M? Free time? The reputation is there, which is provided by Google? Free time? Up to 20% of the total working hours. The common choice is to let employees telecommute, or adopt a flexible work and rest system, so that employees can decide the most suitable time and place for productivity. Just like the next generation of employees began to expect? Flying trapeze? Flexible working hours are becoming more and more important. Research shows that when high-performance employees are allowed to control their work schedules, productivity and innovation rate have been greatly improved.

2. Find out the bad manager. Managers supervise the biggest factor of variable costs in most organizations? Labor costs? It accounts for 60% of the variable expenses on average. Managers' behavior will affect innovation, productivity and employee development, which will greatly affect the return on investment of the organization. Unfortunately, bad managers are not uncommon, and such people rarely hire top employees or innovators. To avoid the risks brought by bad managers, the best way is to set up a project to identify bad managers, also known as leadership effect or personal dignity rights investigation. This kind of survey can find bad managers according to their behavior and performance. Once found, the organization can take measures to correct, replace or mobilize the problem manager.

3. Manage the factors that affect productivity. Many managers just don't know how to effectively improve productivity. Most of them think that improving productivity means increasing work intensity, extending working hours and making employees like themselves more, but the key to improving productivity often lies in employees' skills, enthusiasm and eliminating work obstacles. Teaching managers to master the 20 factors that have the greatest impact on productivity and providing simple tools to deal with them one by one can significantly improve performance. These 20 factors that affect productivity include management skills, conveying clear goals, continuous learning/sharing knowledge, adjusting incentives and rewards, widely accepted performance indicators, correct implementation timing, priority of resources, free two-way communication, cross-functional cooperation, availability of correct tools, data-based decision-making methods, quality of input elements and broader team ability.

4. Remove obstacles to productivity. Finding out the factors that limit productivity and eliminating them is one of the most influential talent management measures that organizations can take. Talent management experts should start with internal productivity consultants and make a process to find out the real factors that hinder production. Talent management experts can find many conflicting factors, outdated policies, neglected links in resource allocation, outdated organizational design and daily abuse in the system through employee surveys and focus groups. The premise of judgment is simple and effective, so ask: If we have to improve productivity tomorrow, what factors will hinder our current team from achieving this goal? Of course, some office politics may be mixed, but according to past experience, most of these problems are easy to solve and are extremely basic conflicts.

5. Use incentives other than money. Most people will think that employee motivation is an important factor that can promote/hinder productivity, and all incentives are not linked to salary. Unfortunately, human resources functional departments rarely provide incentives other than money. In the long run, only paying attention to economic incentives is costly and ineffective. Smart organizations use the power of the system to improve productivity through non-monetary factors such as recognition, appreciation and feedback. Let employees finish first? How to manage me? File, and then let managers use the file to give incentives to different people, such as adjusting the frequency of feedback and increasing social interaction. This is the incentive for success. In the past, the early stage of using customer relationship management (CRM) technology to manage employee experience proved that the system used to ensure customer enthusiasm (repeated transactions with buyers) and loyalty can also be used on employees.

6. Provide promotion opportunities according to work challenges. If your engagement survey tells you the fairness of promotion, you may already know that this is a big problem for almost every organization. Most promotion processes are completely subjective, and team members often feel that the promoted candidate is wrong, which will greatly reduce productivity, employee retention rate and morale. An extremely effective method is to promote employees according to their performance in the competition, such as setting a series of challenges according to their job responsibilities. If team members inside and outside the department are interested in competing for a position, let them compete. Employees who feel that they have no chance to develop their talents can also take this opportunity to show their talents. Doing so can also let employees know clearly that doing a good job is the only factor to consider when promoting employees. Past cases have proved that this promotion method can create excellent job seekers, have a positive impact on employee brands and improve productivity. You can also consider letting employees raise objections when they feel that the promotion is unfair.

7. Support the sharing of best practices. Talent management does not need to create new tools or methods to increase value. In larger companies, most of the time, best practices have been quietly implemented in a functional department or business unit. If some mechanisms can be developed to discover best practices and. More advanced? Rapid and effective practice and promotion in the organization can achieve immediate results. For example, internal Wikipedia uses the Wikipedia model that many people are already familiar with to quickly share best practices and information. Practice communities, consultants' guides and internal social networking sites also help to spread practices and alert other employees to upcoming problems.

8. Measure and reward excellent people management. Managers are the main delivery channel of human resource management process, but too many managers fail to take the responsibility of personnel management seriously, and they rarely invest enough time in this aspect. One of the effective ways to attract managers' attention is to measure, report and reward outstanding personnel management achievements. At present, only 39% companies will reward managers with outstanding talent management achievements, even if HR has? Really? This paper introduces all the key elements (including performance management, performance evaluation, ability management and salary system) required by the salary process. ? Work that can be measured, reported and rewarded-it will be done the fastest and best. ? The implementation of the personnel management scorecard system and the use of quarterly results to reward managers who have successfully completed their work can greatly improve the personnel management results.

9. Provide comprehensive talent management solution that managers want. The problems faced by managers involve many levels, and many different talent management functions need to contribute at least some solutions. Unfortunately, the solutions provided by most talent management teams are fragmented and irrelevant. Managers certainly prefer integrated solutions. Talent management must strive to integrate different talent management functions and provide comprehensive rather than decentralized solutions.

10. Found? Redundant staff? . Enterprises often suddenly find themselves overstaffed and forced to lay off employees. It is ideal to regularly evaluate the manpower of the whole and important business departments and find out where there are too many employees. Enterprises usually look for surplus labor force according to the proportion drawn up in advance. At present, the index compares the per capita income of employees, the cost-benefit ratio of employees and the ratio between managers and employees with the ideal value. Finding the problem of overstaffing in advance can give talent management managers time to find possible solutions, thus avoiding layoffs as much as possible.

1 1. Create a story library. The rise of social networks and P2P media makes it easier for employees to play a greater role in employer brand building and recruitment recommendation. ? True story? It is the most powerful and reliable way to spread organizational brand, but most organizations have not made any measures to discover, classify and share stories that should have a strong impact on talents. It's best for enterprises to work out a process to collect the stories of employees and managers and establish a convenient call? Wonderful? Story library. Employees, managers and even the press can dig out the wonderful stories of ordinary employees through this story library.