How to build a talent training system for enterprises

Establish an effective talent training system;

(a) to establish a solid talent channel?

Extensive contact, rational use of social resources and the establishment of a wide range of talent channels are the sources to ensure the demand for talents in enterprises. There are six ways for enterprises to establish talent channels:?

Establish talent channels with institutions of higher learning or vocational colleges to find talents with good foundation and strong professional knowledge. Most colleges and universities have student employment offices, which can be contacted directly. Enterprises are also welcome to take the initiative to contact, so that they can not only understand the talent needs of enterprises, but also contribute to the reform of talent training in schools. Of course, enterprises can also obtain the talents they need. Conditional enterprises entrust schools to train professional and technical personnel, and at the same time, they can also use enterprises as internship bases for students at school. ?

Establish channels for demobilized soldiers with the military or civil affairs departments. As we all know, the army is a melting pot, and the demobilized soldiers trained by militarization are ready-made talents with good mentality and high quality, which is not only conducive to the militarized management of enterprises, but also has strong appeal and execution for retired squad leaders and platoon leaders. The integration of demobilized soldiers into enterprises will play an inestimable role. The fine work style of soldiers, regardless of personal gains and losses, is United and forbidden, and it will definitely affect and drive enterprises to develop in a good direction. ?

Establish channels with human resources companies or headhunting companies. The extensive network resources of human resources companies and the professional audit of headhunters can help enterprises find all kinds of talents and establish cooperative relations with them. It is no exaggeration to say that enterprises can have whatever talents they want as long as they are willing to spend money. ?

Establish a talent recommendation and reward mechanism within the company. In recent years, many enterprises have established an internal recommendation talent reward system to solve the problem of talent recruitment, which has received good results. There are ten to twenty employee resources behind an employee, or even more. Suppose a company has 300 employees, which means that the enterprise has resources of 3,000 to 6,000 employees. Employees recognize the enterprise, and the enterprise will have a steady stream of reserve forces. Employees introduce and recommend new employees with stable mentality, stay and stay, and the turnover rate is almost zero. The reason is that the personal feelings and appearance of the old employees deeply affect the new employees, and the new employees will naturally work with peace of mind after taking the reassurance. ?

Establish channels with rural village committees in remote mountainous areas or underdeveloped areas. At present, rural areas with rich human resources are engaged in labor export, and establishing contact with them and opening up financial channels for local poverty alleviation will inevitably get a positive response. The utilization and development of rural labor resources will also be supported and praised by the local government. In addition, the professionalism of migrant workers who are not afraid of hardship, dirt and fatigue can solve the recruitment difficulties of middle and low-end positions in enterprises. ?

Establish social relations channels for the boss. Let the private secretary file the boss's personal resources, often send text messages and emails to tell the company's good news or holiday wishes, and keep in close contact with irregular parties. At the same time, arrange the human resources department to collect the information of talents in the same industry (gender, age, education, position, income, family background, contact party, etc.). ), and send some short messages on behalf of the boss regularly or irregularly to build feelings. Send an invitation letter on behalf of the boss at the end of the year to invite them to the company's annual meeting, so that the company can attract talents. In addition, if the boss wants to shape his own personality charm, only excellent personality can attract outstanding talents. ?

Establish talent network channels. In the information age, online job hunting has become the first choice for talents, and it is also the lowest cost and most convenient recruitment form adopted by enterprises. At present, the resources of various professional talent networks are quite rich, and almost all kinds of talents can be found. ?

Establish channels with local human resources and social security departments. In order to recruit and attract talents, local governments often organize enterprises to hold job fairs in other places or locally, and the technical posts and high-end talents needed by enterprises can be found at job fairs. Even if there is no demand for these positions for the time being, you can attend similar job fairs and collect some talent information and contact information in case of emergency. ?

In short, the establishment of human resources channels is the source, and the establishment of a strong external human resources system will deter existing talents and increase their sense of crisis. Only with rich human resources reserves can we have employees who are constantly evolving. ?

(2) Formulate appropriate and reasonable talent control strategies?

System control-setting up the enterprise power grid, there is a "high voltage" beyond the bottom limit, and no one can touch it. Once it is touched, it will undoubtedly be "dead". There are not many system clauses, but they are effective.

System is the key to restrain employees' behavior. Without a scientific and enforceable border system, the interests of enterprises cannot be maximized. We must be impartial when implementing system control, and anyone who violates it in the enterprise must be severely punished. In the initial stage, we can supervise the implementation through learning, publicity, evaluation and inspection. If necessary, you can repeat the study many times, grasp the typical example, take warning, set an example and carry forward the righteousness. ?

Conceptual control-setting enterprise value orientation. That is, what does the enterprise advocate and oppose? What is the most important and what is not? Enterprises must be clear about these, publicize them to employees, integrate their thoughts, internalize them, prove their determination and unshakable belief in "what to advocate and what to oppose" with practical actions, and prove their decisive choice between "what is important and what is not important". ?

Learning control-set the progress of all employees in the enterprise. Different employees set different progress levels in different periods and stages, just like we play video games. Every time you accumulate certain points, you will be promoted to a higher level. Each promotion level has different spiritual and material rewards, which not only makes employees feel that learning is no longer boring, but also stimulates their interest in continuous learning and progress. By learning to update employees' ideas, stimulate their enthusiasm for work, make their spare time more substantial and meaningful, and cultivate their deep feelings for the enterprise over time.

(3) Build an excellent team?

The first is how to form a team. Before talking about forming a team, we must define a team. The so-called team is a * * * body composed of employees and management. It makes rational use of the knowledge and skills of each member to work together, solve problems and achieve the same goal. The elements of a team are goals, people, direction, authority and plan. To form a suitable team, we need to know the current situation of this team, that is, "team maturity", and then use different countermeasures according to different maturity. Maturity can be divided into four stages:?

(1) Formation period: the stage of cleaning up the mess?

Team members are composed of people with different motivations, needs and characteristics. At this stage, the relationship between them has not been established because of the lack of common goals. People's understanding and trust are still insufficient, and the whole team has not yet established norms or agreed rules. At this time, there are many contradictions, more internal friction and less consistency, and more efforts have no effect. At this stage, the leadership style should be controlled, the goals should be set by the leaders (but reasonable), and the ideas and goals of managers should be clearly and directly informed, and members are not allowed to imagine or guess for themselves, otherwise it will be easy to go out of shape; Employee relations should emphasize mutual support and help; Don't be too honest when employee relations are unstable. ?

(2) Cohesion period: the stage when * * * consciousness and active participation begin to appear? After a period of hard work, team members gradually understand the leader's ideas and organizational goals, and have a tacit understanding with each other through familiarity. They also gradually understood the rules of the organization, and the number of violations gradually decreased. At this time, daily affairs can operate normally, and leaders can maintain a certain productivity without special trouble. However, each team is very dependent on the leader, and major decisions and problems need the instructions of the leader. Leadership is generally very hard. If other affairs are busy, it is very likely to delay the decision-making progress. In this case, managers should select core employees, cultivate their abilities, clarify their responsibilities and rights, and authorize subordinates to directly carry out short-term goals and daily affairs, as long as they regularly check and maintain necessary supervision. Make suggestions in good faith within the acceptable range of employees. If new employees enter, they must integrate into the team as soon as possible, and some excellent employees can participate in decision-making. However, in the process of gradual authorization, at the same time, we must maintain control and not put too much at once, otherwise the morale will be frustrated when the power is taken back. During this period, it is very important to cooperate with the cultivation of employees' professional knowledge and teamwork spirit.

(3) strengthening period: the stage when team members can openly express different opinions?

Establish an open atmosphere, allow employees to put forward different opinions and opinions, and even encourage constructive conflicts. The goal has changed from the formulation of the leader to the vision of the team members. Team relations have changed from keeping distance and courtesy to mutual trust and frankness, and norms have changed from external constraints to internal commitments. During this period, the team members have become one, willing to contribute to the team, and their wisdom and creativity are constantly flowing. ?

(4) Harvest period: the stage of tasting sweet fruit?

When the team organization explodes with unprecedented potential, creates extraordinary achievements, and can meet the needs of customers at a reasonable cost, in order to maintain the motivation of team growth and avoid aging, managers should share this sweet fruit with employees. ?

Mastering the four stages and characteristics of an organization's maturity, grasping the key points of management, finding the goals and countermeasures of each stage, it is not difficult to establish teams at all levels suitable for enterprises. ?