A clear training route can fully tap people's potential and shape people into first-class talents.
There are corresponding human resources systems and programs to transform the intangible potential of talents into tangible results.
There is also a whole set of plans to ensure the cultivation of talents and the due diligence of talent executives, and truly build a company with many talents.
Based on this talent training plan, the company's talent echelon can continuously recruit potential employees, regularly evaluate their abilities, put them in different positions for practical training, and promote them to higher positions when conditions are ripe. In order to keep the talent echelon in good condition and avoid the talent gap, the company should use various performance management tools, all-round evaluation methods and extensive expert evaluation when necessary to examine the ability of employees.
Related instructions
Generally speaking, the talent pool structure of an enterprise should be divided into three levels (high-level talent pool, middle-level talent pool and grass-roots talent pool), that is, talent echelon. In addition, some enterprises need to establish professional and technical talent pool and reserve talent pool.
If an enterprise wants to establish a qualified talent echelon, there will always be suitable candidates when it needs talents. It must be clear about the types of talents it needs at present and in the future, reasonably introduce, train and reserve talents from society and enterprises, regularly assess and manage its employees, adjust and arrange the positions of talents, and promote competent employees to ensure that they work in the positions that are most suitable for them and give full play to their greatest potential.