Enterprise talent development planning content, enterprise development can not be separated from the efforts of employees, then I sorted out the relevant content of enterprise talent development planning content. Come and have a look with me. I hope it will be helpful to you after reading it.
Contents of enterprise talent development planning 1 contents of enterprise talent development planning
First, the development plan aims at developing the talent team efficiently, and forms a more scientific and dynamic mechanism from the aspects of talent training and development, evaluation and selection, mobile allocation, incentive and guarantee. , form a unified, combined, coordinated, efficient and overall promotion of talent work operation mechanism.
The specific objectives are as follows:
(1) Firmly establish "one concept", integrate correct world outlook, outlook on life and values into it, and integrate patriotism, collectivism and socialism into the whole process of talent work; Be good at giving play to the leading role of high-end, leading and top-notch talents in enterprise development and talent team construction, pay attention to making good use of live talents, improve the efficiency of talent use, and support everyone to contribute and become a talent; Realize the coordinated development of all kinds of talents, and coordinate the construction of enterprise management talents, professional and technical talents and party-mass work talents.
(2) Strive to realize the "two basics" and basically form an enterprise operation system with clear rights and responsibilities, coordinated operation and effective checks and balances that is compatible with the modern enterprise system; Basically form a professional team that can faithfully represent the interests of all parties and be good at enterprise management.
(3) Strive to promote "three steady improvements". The total amount of human resources has increased steadily, and the scale of the team has been growing. By stabilizing the existing talents, introducing urgently needed talents and developing professional talents, the talent team will gradually develop reasonably. The quality of human resources has been steadily improved and the structure has been further optimized. Focus on quickly adapting to the adjustment and development of industry and industry structure, define the goal of directional training, increase the professionalism and pertinence of training, and make the knowledge structure and age structure of the team more reasonable. The use efficiency of talents has been steadily improved, and the competitiveness of talents has been improved. Insist on using talents at the right time and where they can make the best use of their talents. Through on-the-job education, on-the-job probation and on-the-job training, talents can play a role in post practice, which has been tested and proved to be valuable.
Second, the main work initiatives
China's socialist system determines that the management talents, professional and technical talents and party-mass work talents of state-owned enterprises have many similarities with party and government cadres in management, selection and appointment. The construction of the "Three Teams" in state-owned enterprises cannot be completely divorced from the principle of the Party's cadre team construction. However, with the gradual improvement of the socialist market economic system and the new situation, new characteristics and new requirements of social and economic development, the particularity of the talent team in state-owned enterprises, especially the management talent team, is highlighted. Fully considering this particularity and bringing it into the track of talent team construction in state-owned enterprises is the basic premise to strengthen the talent team construction in state-owned enterprises.
Enterprise talent development planning content 2 enterprise talent training plan
In the rapidly developing 2 1 century, the core competitiveness of enterprises is increasingly manifested in the ability to cultivate, own and use talents as the first capital. Talent is the source of strength to promote the healthy development of enterprises, and talent is the decisive factor for the development of enterprises from both macro and micro perspectives. Therefore, only when we have enough talents, attach great importance to the role of talents, always adhere to the people-oriented principle, and vigorously promote the construction of talent team, can enterprises achieve leap-forward development. To achieve the overall development planning goal of Guangxi Nonferrous Metals Group, we must implement the development strategy of strengthening enterprises with talents.
In order to realize the strategic goal of the group company, we must formulate corresponding measures according to the general idea of "extensive publicity, good planning, standardized system, established mechanism, improved facilities, strengthened carriers and focused on innovation". According to the actual situation of the group company and the characteristics of the industry it is engaged in, we should establish the policy of selecting, educating and employing people, formulate a scientific assessment and incentive mechanism, and attach importance to the realization of talents' self-value. Specific measures and programs are as follows:
publicize
Formulate a publicity work plan, take various forms, vigorously publicize the great significance and basic requirements of implementing the strategy of strengthening enterprises through talents, publicize the experiences and practices of all units and departments in doing a good job in talent work, create an atmosphere in which the whole system attaches great importance to, cares for and supports talent work, establish a scientific concept of talents, and build a business philosophy of strengthening enterprises through talents. Set up a column on the website of Nonferrous Metals Group and Guangxi Nonferrous Metals Newspaper, regularly collect and publicize the strategy of strengthening enterprises with talents, and timely reflect the implementation trends and achievements of the strategy.
(B) talent team construction planning
1. Make full use of the existing talent training platform of the group company, give play to the role of "small highland for talents" and post-doctoral mobile workstations, take advantage of the establishment of Bagui scholars and specially appointed experts, promote the "high-end leading talent introduction project" of the group company, and introduce academicians and doctoral supervisors through project cooperation, school-enterprise cooperation and Industry-University-Research integration to promote the growth and training of the scientific and technological team.
2. Do a good job in the construction of the leading group of the subordinate enterprises of the group company, and systematically study and deploy the inspection and selection, use and configuration, ability standards, training methods and means, performance evaluation, incentives and constraints, and dynamic management of the leading group. Strengthen the training and use of young management cadres, and promote the professionalization and rejuvenation of management personnel.
3. Formulate and implement the plan for the construction of professional and technical personnel, and systematically study and deploy the scale and quantity, ability standards, training methods and means, development and training plan progress, inspection and selection, use and configuration, performance evaluation, incentives and constraints, dynamic management and other aspects. Rational allocation of human resources, improve the efficiency of human resources use. Innovate and improve the mechanism of talent evaluation, selection, use, incentive and guarantee, and create a good institutional environment for talent growth and development.
4, find out the status quo of high-skilled talent team, formulate and implement the construction and training plan of high-skilled talent team.
Systematically study and deploy the demand, training methods and means, development and training plan progress of senior skilled personnel team construction.
5. Formulate and implement the construction of directors and supervisors of the subordinate enterprises of the group company, and strengthen the regulation and control of the subordinate companies by the group company.
(3) Staff education and training
Formulate measures for the management of staff education and training, and carry out institutionalized, standardized and scientific management of staff education and training. Strictly implement the withdrawal and use of training funds according to regulations, and it is strictly forbidden to use them for other purposes. Make full use of training funds and resources effectively, regard employee education and training as an investment behavior of the company and cultivate the company into a learning organization. Expand talent training channels, meet the continuing learning needs of professional and technical personnel, and provide intellectual support for developing the potential of employees and realizing the development goals of the group.
Focusing on the construction of innovation ability, all subordinate enterprises study and formulate standards for the construction of various talents' ability according to their own characteristics, and increase education and training. According to the job requirements of different positions and the training needs of different types of employees, with the goal of comprehensively improving the quality and post competence of employees, the training content is designed according to the personnel level, and the training courses are set up in different levels, categories and highlights.
Study and set up special funds for the development and training of senior talents, and train high-end colored talents in a planned and focused way. Timely study and propose an international training plan for high-level talents to provide talents for the Group's next "going out" strategy.
Comprehensively strengthen the study of political theory and the construction of ideological style of enterprise leaders, and conduct rotation training for all enterprise leaders and their reserve personnel within five years. Select outstanding reserve cadres in batches to study in various party schools and colleges.
Develop a phased training plan, carry out follow-up academic education in a planned way, and optimize the cultural structure of personnel. Strengthen skills development training and appraisal, formulate phased development training plans, upgrade skills in batches, and optimize the technical grade structure of the workforce. Regularly carry out employee business and technical competitions.
Strengthen the continuing education of professional and technical personnel and improve the overall quality of professional and technical personnel. Deepen the reform of the professional title system and do a good job in professional and technical qualifications and job evaluation and employment.
(D) Evaluation of talents
Establish a scientific evaluation index system for management talents. Formulate post assessment standards for professional and technical personnel and high-skilled personnel, and innovate talent evaluation methods. Establish an evaluation index system for technical talents, and try out quantitative evaluation, ability test and career orientation test in the investigation and use of talents.
(V) Selection and use of talents
Formulate measures for the management of enterprise leaders to institutionalize and standardize the management of enterprise leaders. Build a reserve team of enterprise leaders and formulate management measures for reserve cadres.
Improve the management system of the board of directors and the board of supervisors of subordinate companies, effectively exercise corresponding powers and perform their duties. strengthen
Selection, assessment and management of directors and supervisors. Make the management of directors and supervisors on the track of institutionalization and standardization.
To study and formulate the selection and appointment system for chief experts and professional and technical leaders. Establish a talent pool of various experts in the group company. Implement talent reserve combat readiness.
(VI) Talent incentive mechanism
1. Improve the implementation methods of the annual salary system for business operators, and study and explore ways to combine short-term incentives with long-term incentives.
2, formulate and implement the allowance system for chief experts and professional and technical leaders.
3. To study and formulate the honorary title sequence of outstanding experts and outstanding employees of the group company, as well as the appraisal, recognition and reward methods.
4. Deepen the reform of the social security system, further improve the enterprise social security system, further promote the implementation of the enterprise annuity management system of nonferrous metals group, and strengthen the incentive role of various insurance and welfare benefits.
5. Design employee career channels, effectively support the promotion system and career planning within the enterprise, establish channels for technical and management talents, realize incentives for employees, and guide employees to coordinate their personal goals with organizational goals.