1\ career development planning: the human resources department requires the reserve staff to fill in the employee career development planning form, communicate with the reserve staff on the employee career development planning form regularly, understand the problems encountered by the reserve staff and the support they need, and put forward suggestions for revision in combination with the company's development needs and human resources planning. Rotation, reserve talents must undergo at least one rotation exercise in relevant positions before being promoted to reserve positions.
2. Implement the tutorial system. Tutor is a senior manager who is responsible for supervising, supporting and helping the reserve personnel in terms of ideology, ethics, work attitude and business skills, and is responsible for providing vocational guidance to the reserve personnel. In advance, both parties should receive skills training in line with their roles. The performance appraisal results of reserve personnel have a certain proportion of influence on the performance appraisal of tutors.
3\ Training: In the training system and implementation plan of the company, the training of reserve talents is listed as a special content. The human resources department is responsible for formulating the training plan for reserve talents in combination with the actual needs of the company's development, the human resources planning and career development planning of reserve personnel, and regularly revising the plan according to the development situation of reserve talents.
4\ Assessment and restraint, the company gives more career development opportunities and greater development space to the reserve talents through a lot of resources, so it needs reserve talents to reflect more value. On the one hand, the assessment of reserved talents has higher performance standards, and in order to avoid the loss of reserved talents to the company, it is necessary to sign a longer-term employment contract with the company.
It is important that the human resources department should regularly evaluate the actual effect of training reserve talents, analyze the existing problems and make improvements.
For diversified development groups, the need to cultivate reserve talents is more urgent than that of a single company. Although there is no big difference in operation mode, the headquarters needs to comprehensively consider the talent supply of multiple molecular companies. In this way, human resource planning should be based on diversified investment and industrial combination, career development planning should be based on the horizontal strategy of the group, and the construction of talent echelon and reserve talents should be more diversified and integrated, so as to combine human resource planning, reserve talents construction and employee career development planning with strategic investment and industrial investment, thus forming a perfect talent echelon of the group, forming successor management based on investment and industry, and thus forming a mechanism for the group to produce talents, thus essentially solving the successor problem of the group successor plan.
Employee succession planning is to establish a systematic and standardized process, evaluate, cultivate and develop potential professional managers within the organization, and create an internal talent pool to obtain the core competencies needed at present and in the future. For enterprises, this plan can ensure that they have an excellent reserve team at any time, ensure the continuity of management, shorten the period of filling job vacancies, and continuously meet future business needs.
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