How do enterprises realize efficient talent recruitment and independent training?

In the process of enterprise development, people are the first precious resource, and talents are the core strength of enterprise competition. Excellent talents determine whether an enterprise can become a century-old shop. It is often heard that it is only when Bole and Maxima really know each other and collide with each other that it is possible to stage Liu Bei's three visits to the cottage and invite Zhuge Liang to come out of the mountain. How can we stage more shots or faces of Bole Maxima in real human resource management? I think it should be understood from the following aspects: 1. Concept definition: (1) Bole: We need help in the development of things, but we can be open-minded and honest with those who have the ability to help it. (2) Maxima: refers to a person who has a skill and excellent moral character on any platform and can show his talents. 2. Why do you want to find a swift horse? In the process of enterprise development, with the expansion of scale and the increasingly fierce and cruel social competition, the pressure on entrepreneurs has increased, and many professional jobs can be completed without their own relatives and friends. The urgent task is to have professional talents to do professional work and break the rigid management system. Otherwise, entrepreneurs can only dance on financial statements and enjoy narcissistic "fun" alone until they fall from the top of the pyramid. It is either an abyss or an eternal valley, and it is difficult to set foot on a flat land again. Therefore, many business owners continue to study and participate in EMBA and various postgraduate courses. Are they following the fashion? The author believes that it is not. They are expanding contacts, opening "joints", eliminating all kinds of doubts in their work and trying to find solutions to problems. 3. Where is Maxima? A friend naively asked the author: There are nearly five billion people in the world. How many maximums are there? The author is dumb. Maxima is different because of Bole. Different testing methods are adopted and different conclusions are drawn. Many enterprises go to the periphery of the enterprise first and sell their corporate culture everywhere. Singapore has been there, Britain has been there, and France keeps coming, but they haven't found the swift horse they need for many years. So whenever friends finish drinking poems and songs, they are disappointed and say to Tianchang Song: Maxima, where are you? Suddenly looking back, I found a figure under the light, so clear. In my heart, I can't help feeling deeply. After sending emails and making phone calls, my passionate fighting spirit was drowned out by Malik's rushing noise. 4. How to find a maximum 1? Enterprises must first set up a Bole Group when they move forward. Bole should be a person with an eye for talents and the ability to discover talents. They must understand people's overall behavior and psychological activities, be good at dissecting and manipulating people's "consciousness", cut every nerve of ideology with a scalpel of psychological science, and carefully analyze every gene with a magnifying glass of social science. Use the scientific theory of management to interpret every cell, use the statistical point of view to find each other's shelter, use the financial thinking to infer the number of jumps of knowledge points, and use the logical eye to find the water content of language. In short, all these need to be completed in a very short time, so every Bole who plays the role of Bole will not be blinded by the horse, and wise people will not pass by, so there will be no touching story of Xiang Yu losing Han Xin and Xiao He chasing Han Xin under the moon. 2. Explore different channels to find talents. In today's era of advanced knowledge and internet, there are various recruitment channels, such as talent market recruitment, electronic website recruitment, headhunting company recruitment, campus recruitment, newspaper and TV recruitment and so on. Usually, the corresponding recruitment channels are selected according to different levels and types of talents. For example, the recruitment of senior positions (above manager level) needs to be found through headhunting companies. Low-level management or technical personnel can be recruited through the talent market. 3. Need to have superb recruitment measurement skills and scientific personnel measurement, such as handwriting measurement, simulated environment testing, stress interview and other methods. The introduction of these methods has been introduced in many magazines and works, so I won't introduce them one by one, just to remind you that all methods should be different according to corporate culture and corporate positions, and flexible use is the best policy. 4. Creating a harmonious interview environment When selecting talents, sincerity is the first factor. I believe that candidates can appreciate the sincerity of the enterprise from the attitude or questions of the interviewer and receptionist, or objectively speaking, it should be whether the position is in place. 5. Be fully prepared and fully contact 1. Objectively introduce the present situation and future development prospect of the enterprise, so that people can clearly know whether their values and outlook on life are consistent with the corporate culture. 2. What kind of interview methods should be used and what kind of questions should be asked? You must be prepared, and it is best to conduct various trainings first. 3. Patiently answer questions that talents may ask, even if they encounter unprepared questions, it is enough to answer them seriously without exaggeration. 6. Self-cultivation of talents 1. The type of enterprise determines the training cost of using talents in enterprises. Technology-based enterprises usually adopt a combination of self-cultivation and external employment, focusing on self-cultivation. Such as Huawei, TCL and other companies. 2. Take two routes: high-end technical and management talents combine enterprises with institutions of higher learning, and front-line technical and management talents combine with secondary vocational and technical schools. In the concrete practice of human resources, every human resource manager has different experiences. I just write my own experience for many years and hope to share it with my peers.