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How to establish the internal talent development mechanism in enterprises
How to establish an internal talent development mechanism 1 Establish and improve the talent recruitment mechanism.

The human resources department should make an annual recruitment plan according to the current and future needs of the enterprise, and collect talent information through the Internet, job fairs, newspaper recruitment advertisements, and internal staff recommendations.

According to the needs of different periods of employment, the reserve talents are interviewed, screened and appointed.

For outstanding talents who have no job demand for the time being, they should be stored in the reserve talent pool for future use, so as to prevent talent gap (when a position in an enterprise is vacant due to business changes, predecessor promotion, retirement or resignation, two or three suitable candidates are guaranteed to take over the position). Although such talents can't work in the enterprise for the time being, the person in charge of the human resources department needs to contact at least once every two months to communicate with them about the development of the enterprise and get the latest contact information of the other party.

Create a magnetic field for enterprise talents, publicize the image of attracting talents and attracting talents, so as to attract outstanding talents.

2. Establish and improve the employee training mechanism, that is, the talent training mechanism, to help employees grow into talents in the enterprise.

According to the present situation and future development trend of the enterprise, the training materials suitable for the enterprise are formulated.

According to the different characteristics of each employee, a targeted group training plan is formulated, and employees who may be promoted in the enterprise are arranged to participate in the training, so as to fully tap their potential and help them adapt to the needs of higher positions.

Develop a talent incentive training plan to help employees recognize and agree with the development prospects of the enterprise, realize their importance and development in the enterprise, fully mobilize the enthusiasm of employees, and improve work efficiency and enthusiasm.

Make a job skills training plan to help employees improve their working methods and means to make them more mature.

3. Establish and improve the employee assessment mechanism.

Formulate the code of conduct and post responsibility system for enterprise employees, which employees should strictly implement;

Use various performance management tools to conduct all-round evaluation, regularly assess the performance of employees, and record them in the files of on-the-job employees as the basis for rewards and punishments. The evaluation items shall include:

Employee performance evaluation

Evaluation of employees' work attitude

Staff quality evaluation

Staff development assessment

Comprehensive evaluation of employees (IQ, EQ, maturity, psychological quality, behavior style, etc.). )

4. Establish and improve the promotion, reward and punishment and elimination mechanism.

According to the results of employee assessment and the needs of enterprise development, excellent employees will be put into higher positions for practical training, and they can be further promoted when conditions are ripe. This will enable employees to develop better in the enterprise, fully mobilize their enthusiasm and enthusiasm for work, and also help enterprises to carry out their work better;

Establish an employee survey and evaluation mechanism to encourage outstanding employees to recommend themselves or each other and challenge higher positions;

For employees with poor performance, actively do ideological work to help them have better work performance;

For employees with poor work attitude and insufficient ability, terminate the labor contract with them as soon as possible.

5. On-the-job personnel management mechanism (talent echelon)

In principle, on-the-job employees are assessed once every six months to reserve and select talents for the three-tier echelon of the enterprise.

Communicate with grass-roots employees once every quarter to understand each other's ideological situation and inform each other of the latest situation of the enterprise in time, and do a good job of ideological comfort;

Select employees with excellent performance and good comprehensive quality from the grass-roots talent pool, transfer their data to the talent transfer station, and transfer their data to the middle and senior talent pool as candidates when necessary;

For the personnel who have changed during their employment, delete their information from the library in time and fill the vacancy in time;

Add new information to the reserve talent pool every month, select more suitable reserve personnel, and ensure that there is no fault in talents;

When there is a job transfer, in line with the principle of giving priority to the development of internal employees, employees with excellent internal performance and development potential will be assessed together with newly hired external candidates. In the case of similar assessment results, internal employees will be promoted first, so that on-the-job employees can see their development space in the enterprise and mobilize their enthusiasm.

6. Establish corporate culture management mechanism

By celebrating employees' birthdays, organizing employees to participate in outward bound training, rewarding excellent employees for traveling, and getting together with employees, we can enrich employees' spare time life, create a corporate culture atmosphere, and enhance corporate cohesion.

Because after working hours, every employee can show his true self, which helps the leaders of the enterprise or the human resources department to better understand each employee, and also makes employees feel closer to the enterprise and more dedicated to their work.

Have a heart-to-heart talk with employees, better grasp the psychological dynamics of employees, effectively help employees solve problems, make employees feel warm, and increase their determination to develop together with enterprises.

7.HRM (Human Resource Management) software

Customize the HRM software according to the needs of enterprises, and carry out programmed management through the software, which can not only ensure scientific and programmed management, but also greatly save manpower and facilitate handover (even if there are personnel changes in the human resources department, it is easier for others to take over). The general contents shall include:

Talent recruitment system: candidates submit application information through the enterprise website and write it directly into the candidate file in the enterprise talent information database. Those who pass the interview will transfer their information to the corresponding talent pool; Those who fail the interview will be deleted from the candidate file.

Talent classification system: the system sets the classification of talent pool: senior talent pool, intermediate talent pool, grass-roots talent pool and reserve talent pool (professional and technical talent pool can be added according to the needs of enterprises). The talent data in each database can be freely transferred to other talent pools.

Training system: make and save training materials, record the list of employees participating in training, record it in employee files together with the training content, and call it at any time.

Talent assessment system: according to the assessment standards formulated by the enterprise, the performance and attitude of employees are assessed for a period of time, and the assessment results are recorded in the employee files and can be called at any time.

Reward and punishment system: reward or punish employees according to the assessment results, and the reward and punishment results are directly recorded in the employee files and can be called at any time.

Promotion system: employees with outstanding performance are promoted according to their performance and job requirements, and the system can transfer their data from the original talent pool to the new talent pool for storage.

Employee feedback system: collect employee feedback information regularly, absorb employees' good suggestions on enterprise management, encourage employees to recommend themselves or each other, and mobilize employees' work enthusiasm.

Other functions: such as employee birthday reminder, enterprise activity picture display function, employee cultural park (excellent articles, personal experience, etc. Excellent will be rewarded).

Special emphasis is placed on:

1. The recommended materials are submitted through the enterprise website, filled in according to the prescribed form, and can be directly stored in the enterprise talent pool without the need for staff to re-enter, saving office time and expenses.

2. The stability of the talent pool is not only an administrative or personnel issue, and the personnel department alone cannot shoulder the heavy responsibility of talent training. Senior leaders must put considerable energy into this aspect and make corresponding instructions according to the enterprise development plan, which will be implemented by the personnel department.

We must cultivate talents according to the future needs of enterprises, not just focusing on the present or even the past. It is not enough to find out the elements of past success only by analyzing history. We should have long-term strategic thinking and planning, and cultivate corresponding talents according to the strategic needs of enterprises.

4. Separate the training budget from other projects, even if the enterprise needs to cut expenses, the training budget still needs to be kept. Talent is the foundation of enterprise development, and a good training mechanism is the cradle of talent.

5. Recruiting outstanding talents and recruiting ordinary employees cannot be confused. Ordinary employees will only recruit when there is a real job demand, but outstanding talents are different. Enterprises that truly know that talents are useful will still open their doors to outstanding talents even if there are no vacancies.

6. The elimination mechanism is a necessary part of enterprise talent management, which exists objectively, but there is no other way, otherwise it will have a bad influence on the whole talent echelon.

To sum up, 35% communication comes from verbal communication, while 65% communication depends on nonverbal communication. I remember someone said that the key to communication is not the content of communication, but how to communicate in an acceptable way. Employees and bosses are two subjects with different interests. For business owners, because of the huge risks and pressures, they think that there is no need to communicate with employees at all, and due diligence is their duty, while employees are completely different. What he sees is all the privileges he enjoys as a boss: for example, he can't do what he asks the following people to do; You can be late and leave early; It can decide the power of employees' life and death ... so we must pay attention to each other's interests and feelings when communicating, which is called empathy. First, for managers, we must first realize the importance of communication. Communication is the high realm of management, and many business management problems are mostly caused by poor communication. Good communication can make interpersonal relationships harmonious, accomplish tasks smoothly and achieve performance goals. Poor communication will lead to poor productivity, poor quality, poor service and increase costs. Second, establish a benign communication mechanism within the company. The realization of communication depends on a good mechanism: first, through formal communication channels, such as monthly meetings, weekly meetings and symposiums. The second is through informal communication channels. Such as e-mail, weekend trips, small parties, etc. No matter what form of communication, as long as employees speak and say what they want to say. Wang is always the boss of a listed company in Shenzhen. He is very good at communicating with employees. Although the company's marketing network is all over the country and its business team is huge, no matter how busy Mr. Wang is, he will take time out of his busy schedule to personally call or write to employees. Therefore, even ordinary salesmen in the distance will feel close to the company. The company receives suggestions from front-line employees all over the country every month, and those who adopt these suggestions will be rewarded. Third, the boss is a stimulating factor of enterprise productivity. Is the boss important? Generally speaking, you would definitely say yes. But why is it important? Is it because of investment? No, if the boss only invests, it can only be regarded as a boss with investment significance. The author thinks that a successful boss should have extraordinary leadership. He is the stimulating factor of enterprise productivity, the symbol of enterprise spirit and the embodiment of enterprise culture. Whether a benign mechanism can be established depends on whether such a culture is constructed. There is a saying that what kind of boss has what kind of corporate culture! . In order to establish an open communication mechanism, the boss should set an example and establish an open and shared corporate culture within the company. Understand employees, not according to their own thinking mode. Similarly, communication must be conducted in a way acceptable to employees. Good communication is an investment, an intangible investment. What enterprises lack is investment in this area. Practice has proved that tapping internal productivity must start with communication. 5. Communicate with employees with a good attitude. When communicating with employees, you must put yourself in the position of employees, be frank, open-minded and put yourself in their shoes. Otherwise, when people are in different positions, there will be psychological barriers, which will lead to unsuccessful communication. Manager Zhang once worked in a well-known domestic enterprise and served as the director of the marketing management department of Southwest Marketing Headquarters. Recalling the working scene at that time, he said: My colleagues and I have always maintained a good team spirit. I attach importance to their feelings, keep in touch with them, listen to their excellent views, and give full play to everyone's strengths. Call me manager Zhang at work, and call me brother Zhang after work. This relationship makes us more efficient than other departments. The so-called civilian communication means that there is no distance between the two sides of communication. Five hearts are the premise of communication (1). Managers should respect employees as much as they respect themselves, always maintain an equal mentality, emphasize the importance of employees, and emphasize the subjective consciousness and role of employees. Employees feel that they are respected, so they are encouraged to share joys and sorrows with the enterprise. Respect runs through the enterprise. Respect reflects the quality of managers and enterprises. (2) The core of cooperation is the cooperative relationship rather than the employment relationship. The conflict of interest between the manager and the managed cannot be changed, but the working atmosphere of the enterprise can be rewritten through the establishment of cooperative relationship. (3) The heart of service regards employees as its own internal customers. Only by satisfying internal customers can we better serve external customers. A manager is a supplier of services to employees. What they need to do is to make full use of the existing resources of the enterprise to provide employees with convenience in work and personal value-added. (4) An appreciative mind learns to appreciate its own employees, instead of blindly performing its duties. When a person is appreciated, he will be greatly encouraged. As a manager, you need to treat your employees with appreciation and let them know. (5) Sharing heart is the best learning attitude and the best corporate culture atmosphere. Managers and employees constantly share knowledge, experience, goals and everything worth sharing in their work. In fact, management is very simple: as long as we maintain good communication with employees, let employees participate and form a bottom-up operating mechanism within the enterprise, rather than top-down, we can achieve real management. In short, let employees regard work as a happy thing and achieve the greatest success.

How to set up the internal mailbox is difficult, right? Check it online first, and I'll ask it for you tomorrow.

How to build intra? First, establish a local area network, and connect every network device, including PC and network printer, with switches.

This step is very simple, one switch is not enough, you can use multiple strings together to automatically get the IP addresses of all computers!

Step 2, connect the router to the switch. This router is very important, and it is responsible for automatic dialing, IP address assignment, DNS server designation, etc. When setting up a router, you can view the random instructions and then set it on the switch. WAN setting depends on your situation, while LAN setting is relatively casual and simple. The IP address is set to 192. 168.0.66.

Ok, now your LAN should be connected!

Finally, * * * likes surfing the Internet. Routers generally have two interfaces, WAN and LAN. In the previous step, you connected the router to the LAN through the LAN interface. Now as long as the LAN interface is connected to MODEN, it will be basically done!

Note that the access router is usually MODEN, but if you use a private line (optical fiber), it is the external line that directly enters the router, and there is no MODEN.

How to establish the internal market of enterprises? The internal marketization of enterprises is to introduce market mechanism into enterprises and establish a unified and flexible enterprise management mechanism, with internal departments as the economic subjects of the internal market (Lu Jinbo, 2003).

Enterprise internal marketization is different from "decentralization" and "contract lease". On the basis of maintaining the integrity and consistency of the enterprise, the original centralized management of each business department was decentralized, and the management power was delegated to the heads of each business department, which broke the situation of equal interests and unclear rights and responsibilities among departments, independently accounted for the performance of each department, introduced market price mechanism and competition mechanism within the enterprise, and made all departments of the enterprise directly face the market through internal marketization. At the same time, promoting cooperation and professional division of labor among enterprises has broken the state of "big and complete, small and complete", which is conducive to enterprises to discover and cultivate core competitiveness and improve operating efficiency and profitability. The value-added activities in the process of design, production, marketing, delivery and assistance are accounted separately, which is convenient to distinguish the contributions of various departments to value-added, find out the core competitiveness of enterprises, and focus on developing these core competitiveness.

How to promote the flow of talents within enterprises with Scientific Outlook on Development is the deepening of our party's theory of building a well-off society in an all-round way in the new period, and it is also the development view of Marxist dialectical materialism and historical materialism. The first essence of Scientific Outlook on Development is development, the core is people-oriented, the basic requirement is comprehensive, coordinated and sustainable development, and the fundamental method is overall consideration. Under the people-oriented core, seeking sustainable development is the fundamental starting point of Scientific Outlook on Development.

How to establish the internal accounting system of enterprises? Four key steps of establishing internal control system

Key step one: framework

The framework of enterprise internal control system is based on four-layer method, which can also be called two horizontal and two vertical-

The first level (horizontal): divided into traditional manufacturing, chemical industry, financial investment, real estate, construction, logistics, commercial circulation, services and mobile Internet.

The second level method (horizontal): according to the stage of the enterprise, the enterprise is in the cultivation period, growth period, maturity period and decline period;

The third level (vertical): divided into diversified groups, specialized groups, single enterprises and branches according to enterprise types;

The fourth level method (vertical): according to the professional classification, the internal control of enterprises includes the control at the company level, the control at the business level and the control at the information level. Internal control at the company level includes organizational structure, human resources, social responsibility and corporate culture; The internal control of business activities includes strategy, human resources, capital, procurement, assets, sales, research and development, engineering, guarantee, business outsourcing, financial reporting, comprehensive budget and contract management; Internal control at the information level includes internal information transmission and information system.