Main working ideas of talent training and echelon construction

Main working ideas of talent training and echelon construction

The main working idea of talent training and echelon construction, now many enterprises have found the importance of talent training, so how to train talents? Let's take a look at the relevant knowledge of the main working ideas of talent training and echelon construction with me, hoping to help everyone.

Main working ideas of personnel training and echelon construction 1 1, echelon of talents in key positions

It refers to the selection of successors for key positions and the training, selection and appointment of candidates. Key positions refer to positions that have an important role in the survival and development of enterprises, are closely related to the realization of strategic objectives of enterprises, undertake important job responsibilities, master key skills, and are held by scarce talents; Which key positions need to be determined after evaluation. Succession plans for key positions include related management positions, such as presidents, vice presidents, directors, general managers/deputy general managers of relevant departments of enterprises, general managers/deputy general managers of subordinate companies, core technical backbones of subordinate enterprises, etc.

2, management positions talent echelon

It refers to the selection of successors for management positions and the training, selection and appointment of candidates. The succession plan for management positions includes: heads of relevant departments of enterprises, heads of relevant departments of subordinate companies, etc.

3. Key talent reserve echelon

Reserve plan for talents who meet the enterprise talent standards, have great development potential and have not yet entered the successor plan. Including management talents and non-management talents with strong professionalism or complex technology, such as marketing talents, professional and technical talents and quality management talents. Conduct targeted training, and those who pass the examination will formally take up their posts.

The ideas and methods of talent echelon construction are similar. We take the talent echelon construction of management positions as an example:

The first step is to refine the key characteristics of the success of management positions.

High-performance people have some characteristics that ordinary people don't have, and it is these characteristics that make their work performance different from ordinary employees. The key characteristics of management post success generally refer to professional quality, core competence, psychological quality, knowledge quality, etc., focusing on core competence. If the competency model is adopted, the measurement standard of management position ability should be based on the key characteristics that promote the success of management position holders.

The second step is to design a succession position evaluation model.

After extracting the key features of success, it is necessary to formulate an evaluation model for each succession position. According to the definition and connotation of management post, successful management post generally consists of key features of success, post qualification requirements, past work performance, comprehensive quality requirements and other elements:

Key characteristics of success

The key features of success include professionalism, core competence, psychological quality and knowledge quality. And focus on core competitiveness.

(2) Qualification requirements

The post qualification requirements refer to the provisions in the Job Description and Post Qualification System.

(3) Past work performance

Set minimum performance standards and evaluate the performance of succession candidates in the past two years.

(4) Comprehensive quality

The comprehensive quality includes professional ability type, professional personality (temperament, personality), professional tendency (motivation, interest, values) and so on. Evaluate the ability type and job matching, personality and job matching, temperament type and job matching, career motivation and job matching, career interest and job matching.

Step 3: Selection of candidates

Using the above evaluation model, candidates for management positions are selected, and these talents are selected into the talent echelon resource pool to receive targeted systematic training.

Step 4: Candidate training.

Combined with personal career development goals, we should plan training course system, design training methods, formulate training management system and conduct targeted training to achieve the goal of talent echelon construction.

The fifth step is elimination and promotion.

After a period of training, according to the talent demand at the target post/channel level, the company selects successors in the resource pool, selects winners as successors and "quits", and selects losers to eliminate "quits". When a group of talents "leave the library", the enterprise will select a group of talents "leave the library" according to the needs of talent reserve, and continue to train qualified successors for the enterprise.

The main working ideas of talent training and echelon construction 2. On the significance of talent training

"The way to govern is not before employing people." The development of a country cannot be separated from the cultivation of talents, who are the core strength of national development. 2 1 century today, the education level is the most important basis for a country to be strong or not. A century-long plan, education-oriented. Education is the foundation of the country and the symbol of the country's prosperity. Whether a country has development potential depends on education, and whether a country is rich or not depends on education. No matter in what era, education is the top priority of a country's development and plays a huge role in the country.

First of all, we put the perspective on ancient China. In this 5,000-year history, we have been on and off, ups and downs, and dynasties have risen and fallen, providing lessons for future generations. There are countless calendars, and history will tell us that only by attaching importance to talents and making good use of them can the country prosper and the people live in peace. Otherwise, no matter how strong the country is, it will inevitably decline. Because a country only attaches importance to talents, its development foundation will become more and more solid and its strength will become stronger and stronger.

"It takes ten years to plant trees and a hundred years to educate people", and the investment in talent training is the most profitable investment. To cultivate talents well, we should establish a people-oriented concept, give priority to promoting the healthy growth of talents and giving full play to their roles, strive to create a social environment that encourages, supports and helps talents to do a good job, increase support for the training of innovative and entrepreneurial talents, follow the law of talent growth, and pay more attention to systematic, classified and personalized training according to the diversity and multi-level characteristics of talents. At the same time, fully improve various training mechanisms to lay a solid theoretical foundation for talent development.

Talent is a key issue related to the development of the party, the country and the cause. Talent is the basic force to promote scientific and technological progress and educational development, an important factor to promote economic and social development, a fundamental plan for the prosperity of the party and the people, and an important supporting force for building a well-off society in an all-round way, winning the great victory of Socialism with Chinese characteristics and realizing the great rejuvenation of the Chinese nation.