How to allocate and develop human resources in human resources planning?

(1) standardize the recruitment process, improve the recruitment and management system, standardize the recruitment process, clarify the division of functions and cooperation of departments, refine the channels, tools, sources and benefits of talent recruitment at different levels, strengthen the preliminary investigation and understanding of recruitment and talent introduction, and the performance management and development after employment to ensure the high efficiency, high quality and high effect of recruitment and talent introduction.

(2) Expand talent recruitment channels and increase recruitment and introduction. According to the rhythm of recruiting and introducing talents (level, specialty, region, etc. ), comprehensively expand recruitment channels, strengthen talent recruitment organizations, and set up a talent recruitment supervision team of Qili Company; In normal campus recruitment, we should participate in talent exchange meetings to help online media recruitment, and at the same time increase contact and cooperation with headhunting companies and talent recruitment companies, thus making a great breakthrough in the recruitment and introduction of middle-level talents in the company. At the same time, we will cooperate with the school in the form of directional training, advance appointment and intermediate combination to increase the company's required resource reserve.

(3) Build an external talent pool and expand the integration space of external talent resources. Collect the information of senior and middle-level talent resources in the whole country and even the whole world, especially the information of competitors or potential competitors in the same industry, and arrange and file them in time, so as to understand the changes in time, determine the source of talents, and establish a talent pool to make preparations, so as to take measures to recruit, introduce or integrate intelligence in some form at an appropriate time.

④ Improve and perfect the learning curriculum system, and strengthen the construction of learning network and teaching staff. According to the needs of strategy and business development, adjust and improve the original learning and curriculum system, continue to carry out in-depth post competency learning, strengthen the internal learning management network and the construction of teachers, and use various forms to increase the integration and development of external teachers (learning consulting institutions, customers, suppliers, etc.). ), and form a pyramid-shaped professional learning faculty of each professional sequence.

⑤ Improve learning methods, enrich learning forms, increase the introduction and integration of external resources, continue to further improve the post competency learning model, increase the expansion of learning forms, and develop learning forms such as scenario simulation and role playing. At the same time, according to the learning needs, strengthen the introduction of foreign learners' porcelain and the delivery of learning objects (especially top-notch, core and reserve talents), and make full use of their learning resources such as equipment and facilities through cooperation with consulting institutions and related institutions.

⑥ Shift the focus of study and strengthen the professional in-depth study of the company's core and backbone. In the next three years, we will strengthen the study of lean thinking, consciousness and pure professional ability of the middle and high-level and core and reserve talents in the technology and marketing system, implement the upstream pull plan, introduce and carry out international learning topics and related contents with systematic thinking, salary-creating thinking, professional skills and literacy as the learning theme, and increase learning input and evaluation in the form of invitation. At the same time, through learning, communication or other forms of system or encouragement, promote the knowledge dissemination and influence of middle and high-level subordinates.

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