How to take inventory of talents (five steps)

Talent capabilities: Inventory of knowledge, skills, and leadership. (Key points)

Talent performance: Look at the past year and look at the performance trend for the next two years; look at external industry data

Number of talents

Talent structure: Generally Triangular structure: the base layer is more, followed by the middle layer, and then the high layer.

Full employee inventory: The coverage is very wide, and all employees have a thorough understanding, but the workload is large, the time is long, and the cost is high. It is suitable for small, medium and micro enterprises

Job inventory: Follow the 28 principle, Take inventory of key positions.

HR initiator: A common situation is initiated by HRVP or HRD. Through inventory, we can understand the overall talent status of the enterprise and determine the key points of subsequent talent management according to the needs of the enterprise. If you are a newly appointed HR executive, it may be the most common fire among the three things the new officer does when he takes office.

Business department initiator: If this happens, it must be that the business department has pain points. For example, this department has major problems with people or some aspects. Let’s see if we can do this through inventory. form to solve the problems they encounter with people.

CEO initiator: Bosses have many purposes for taking stock. Maybe it is to capture their own people and get rid of people they don’t like, or maybe it is to gain access to the company’s financial resources for future business. Planning, so when there is a CEO update, we usually start with talent inventory as an opportunity.

So as HR we need to have some business acumen. When an enterprise proposes an inventory, we must first ask ourselves, who initiated our inventory? What problem do the sponsors want to solve?

Key positions refer to important positions in the company's operation and management, technical production, etc., which play an important role in the survival and development of the company and closely cooperate with the company's strategic goals.

How to determine key positions? The factor comparison method allows everyone to get started quickly. The core of this element comparison method is to compare four elements of key positions: business importance, external scarcity, internal reserve scarcity, and external recruitment costs.

Most positions can be scored according to 4 factors (1-10 points), and the importance of the position will be ranked.

Sheng means it is completely possible, Ren means taking on, which means taking on a certain job, power means quality and ability, and finally model is a model, which means a model of ability and quality that can completely take on a certain job.

When building a competency model, what aspects do you usually start from? If you are promoting modeling in your company at the beginning, you can consider three directions.

The first is to establish a general quality model for all employees. The general quality model for all employees is suitable for all employees of the company, and is more about corporate culture and values ??and some behavioral requirements for employees.

The second is to establish a quality model of professional sequence. Its logic is based on ethnic group sequence, position, etc.

The third type is to establish a leadership model. It is suitable for middle and senior management management talents. It is a standard model that drives the core strength of the company's future development. Therefore, these three models are usually used in modeling. Three possible directions to start with.

Five aspects of the complete model: model structure, model name, indicator definition, indicator dimension, behavior level description

The satellite model is used for core positions in the professional sequence: first determine the role of the position, Then determine the indicators behind it

Different positions have different job roles; for the same role, the first-level indicators may also be different.

Case: Real Estate Company Modeling For example, the four roles in our region are strategic promoters, regional operators, team leaders and self-actualizers, and the product department is responsible for People also have four roles, namely strategic executor, product manager, team leader and self-actualizer. Because our positions are different, the job roles are different. For example, in terms of strategic orientation, our overall requirement for the region is strategic promotion, and our requirement for the person in charge of the commodity department is strategic execution. Different role requirements will have different requirements. First-level indicators, strategy promoters may include strategic communication, overall awareness, analysis and decision-making, and strategy executors include understanding, identification, and resource integration. On the other hand, even on the same character, there will be different indicators. For example, these two positions have a role called team leader and self-actualizer. However, because we have different requirements for these two positions, we will also define different indicators. For example, for team leaders, the district always requires them to cultivate and develop, motivate and cohere, but for the person in charge of the merchandise department, our requirements are authorization, coaching, and organizational coordination.

General model of management positions: Ring model: manage tasks, manage others, manage relationships and manage yourself

Case: In these 4 different situations, we give managers different roles First-level indicators, such as management tasks, we think systematically about continuous improvement, etc. These contents are customized based on the actual situation of your company and combined with the indicator library of the competency model, but the ring structure can be directly To use.

Indicator definition

Indicator dimension

Three secondary indicator contents in the case graph

Finally, the indicators are divided into four levels: 1234 A classification, and then there will be a hierarchical description at each level, which forms a complete content of our 12345 five-part competency model

Small and micro enterprises: no tools, direct leadership subjective Judgment

For some companies, if you only have a few dozen or more people, then your inventory can be directly based on the subjective judgment of the leader. You may say that patting your head is very unreliable and unobjective? In fact, when there are few people in your company, this kind of subjective judgment of the leader is the fastest way to make talent decisions, because when there are not many people, how does everyone use it? This is what bosses think about every day, so leaders The subjective judgment is a method that can be considered when the scale is small.

360° evaluation

A complete evaluation matrix formed based on behavioral and matrixing, which is an evaluation method for the current job competency. 360 evaluation is to evaluate the current situation. Competency for the position.

Potential Assessment Tool: Potential Performance Nine-Panel

Purpose: To reach consensus on the strengths, weaknesses and development potential of the person being reviewed, draw a more accurate talent map, and establish a talent profile. This meeting involves categories of people

Category 1: Moderator. Can be HR, talent management consultant. The function is to ensure that the meeting proceeds according to the rules; use OD guidance technology at the appropriate time to control and guide the results of our inventory.

Category 2: Person C being counted. Inventory objects.

Category 3: Counter B. Report directly. Function: Statement of evaluation of subordinates based on evaluation and inventory results.

Category 4: Observer A. The next-level superior is Counter B’s superior. Role: The role of observing and emphasizing the rules, not directly evaluating the person taking stock.

Category 5: Record Keeper. Be familiar with the entire process and information. Record key information from the discussion. Remain calm and objective, and guide the discussion to proceed normally when necessary. Confirm the recorded content with multiple parties and summarize your submissions.

If you want to conduct an inventory meeting successfully, there are 4 and 8 very key words here. You must grasp the key points: objectivity, openness, listening and confidentiality

Star employees, low-potential employees, high-potential employees with medium performance, medium-potential employees with high-performance, medium-potential employees with medium-grade performance, acceptable performance, poor performance

The different positions of the nine-square grid represent our expectations for each grid. Employees perform a series of actions: training, promotion, elimination, etc. Jiugongge provides a complete observation compass for talent output results as a whole.

Output an inventory report to the inventory taker, including: basic background description, work performance, personality motivation, ability values, leadership evaluation, subsequent development suggestions, strengths and weaknesses, etc.

A personal inventory report is very helpful for subsequent self-awareness training and the implementation and implementation of personal IDP

The first type is if you want to cultivate general Ability, you can take some general ability courses;

The second type, if you are cultivating management ability, you may use the points system, IDP, MBA, EMBA, etc.

The third type For the cultivation of professional abilities, individual improvement projects, specialized learning, mentoring and mentoring, project-based practice, etc. can be used. Therefore, a complete set of training plans can be designed for different abilities.

It follows the "721" rule.

What is "721"? It means that we alone have to develop our own abilities, 70% of which depends on practice and training on the job, 20% comes from interaction and sharing with peers, and only 10% comes from classroom training like this. Then go to formal classes, reading and other individual cultivation methods.

Therefore, follow the "721" principle and spend more time on the practice and training of specific positions. This is the fastest and best way to cultivate your echelon of talents and see results. of.

Case: A plan for the development of echelon talents of a certain group

In fact, you must determine what you want to do based on the core work goals you want to accomplish in your business. Ability items for improvement and development. These ability items may include knowledge, skills, or leadership. You need to give a specific improvement action in "721", and then give the cycle of the action and what the final result of the improvement will be. of.

With these results, who will be your mentor? Is it your supervisor or do we set a fixed mentor? With such a complete IDP form, when you implement and implement it, combined with the power of practicing superior employee mentor HR, you can truly implement a person's personal development plan.

The application of talent inventory results actually involves three different levels: how do we introduce talents, how do we retain talents, and how do we develop talents.