Why should enterprises do talent inventory, talent inventory is very important, and what are the too

The role of talent inventory: 1. Clarify the company's demand for talents: through the analysis of the company's strategy, take stock of the strategic objectives to achieve the demand for organizational structure, job settings, etc., and then clarify what kind of talents the enterprise needs in a certain cycle.

2. Find out the existing talent situation of the enterprise: through the inventory of the existing talent structure, quantity, ability and other aspects, fully understand the existing talent situation of the enterprise, analyze the advantages and shortcomings of the talent team of the enterprise, compare the strategic needs of the enterprise, and further understand which talents the enterprise needs to focus on introducing and cultivating.

3. Carry out human resource planning: according to the demand for talents in the enterprise strategy, compare and analyze the existing talent situation, help the enterprise to carry out human resource planning in a targeted manner, and guide the introduction, promotion, flow, training, and incentive of enterprise talents.

4. Unified talent standards: Establish a set of talent standards, unify the definition and standards of talents in various institutions within the enterprise, and promote the development of talent selection and training in the enterprise.

5. Discover high-potential talents: through talent inventory, find potential outstanding management talents in the enterprise, and carry out targeted training and training of management concepts and management skills, establish a reserve management echelon, and reserve talents for the development of the enterprise.

Talent inventory must be linked to the company's business strategy and implemented in the annual work plan, so that such an inventory can be meaningful.

Talent inventory is to better serve the company's business strategy, if only the human resources department is responsible, and the senior management does not pay attention to it or passively pays attention to it, the value of the inventory will be greatly reduced.

The top five factors that talents pay attention to are: 1. Salary and benefits; 2. Personal development prospects; Third, the company's development prospects; 4. Working environment and atmosphere (mainly including confidence and recognition of supervisors, relationships with colleagues and team atmosphere); Fifth, the content of the work itself. Enterprises can refer to these data when retaining talents, but as far as specific individuals are concerned, they should fully consider their value orientation and achievement motivation, and consider and apply the above factors in a targeted manner.

Creative talents.

After truly understanding the factors that talents really care about, the best way for enterprises to take the problem of talent competition is to prevent it from happening. Experts advise: "Enterprises should first define and inventory key strategic talents, so that they know what to do in advance.

When people are leaving, it will be too late to do these tasks. "In the work to be done in advance, salary and benefits are "routine items", not to do a good job, the overall level of compensation and benefits internal fairness and external competitiveness are the basic standards. In addition, the most important thing is to provide career development opportunities and personal development resource support for middle and senior employees, so as to avoid or reduce employee turnover from the system.

An enterprise that values talent will put forward clear requirements or expectations for employees' abilities, behaviors and performance; In turn, employees expect the company to make a commitment to the rewards of their work, and career ladders are a way to make a commitment. It raises the question of how far and how long an employee can go in this business. If employees can get a satisfactory answer, they will naturally stay.

In addition, companies need to effectively combine the company's talent strategy with individual requirements. For the top management of the same company, the company's talent strategy is the same for them, but their individual needs are different.

Human resource management personnel should also have the awareness of human resources management, consider the input and output of human resources, return on investment, and flexibly handle the needs of key personnel, reflecting the company's humanistic care for employees.

Q12, personnel structure analysis, 360-degree evaluation, professional evaluation, these are all tools for talent inventory, which can effectively count the information and data of talents, so that you can quickly gather talents.

When taking stock of talents, the tools that need to be used should be some structural diagrams and nine-square grids, which can be better inventoried and have a guiding effect, but in the process of inventory, it is still necessary to formulate some plans for better development.

In terms of enterprise management, we apply the idea of inventory to people, and we should take people as the center and do a special meeting every year. At this meeting, the people in the department are included and the corresponding course of action is decided. That's the talent inventory.

Through resource statistics, the existing resources are clarified, which then has an impact on the next operation, forms a reference for the overall planning, and gradually clarifies the strategic goals and basic needs in the inventory, so as to achieve a target.

There are many tools for talent inventory, and the tools used by different companies are also different. This mainly includes strategic analysis and organizational analysis. Including organizational charts, company strategy analysis.

Psychometric testing. After the talent assessment, the talent quality structure chart will also be used. Then you will also use a personal development plan.

Strategic analysis and organizational analysis, but also some organizational charts, some evaluation tools, some psychological testing tools, talent assessment, talent quality structure chart, nine squares, personal development plan, some management games, talent individual report, group evaluation report.

Summary. Hello dear: the conversation should go with the flow, don't misunderstand the topic, don't be too stubborn, don't monopolize the topic, don't interject, don't say flattery, don't waste your tongue.

2. Pay attention to the other party's reaction, a very important point in the conversation is to grasp the atmosphere and timing of the conversation, which requires paying attention to the other party's reaction at any time. If the other person's eyes or facial expressions indicate that they have lost interest in a topic you are talking about, find a sentence or two to close the topic as soon as possible.

3: Have good language habits.

Talent inventory of how employees are problematic.

Hello: The conversation should go with the flow, don't misunderstand the topic, don't be too stubborn, don't monopolize the topic, don't interject, don't say flattery, don't waste your tongue. 2. Pay attention to the other party's reaction, a very important point in the conversation is to grasp the atmosphere and timing of the conversation, which requires paying attention to the other party's reaction at any time.

If the other person's eyes or facial expressions show that they have lost interest in a topic you are talking about, you should find a sentence to stop the topic as soon as possible. 3: Have good language habits.

You refer to it.

Have a great day.

Typically, when a business faces the following problems:

The current situation of talent is unclear: who can take the top of the rapid expansion of business?

Insufficient talent pool: who will lead the innovation and change?

Inefficient training and development: how to retain star employees? How accurate is the cultivation and development?

LaunchTalent inventoryIt is the best solution, and the inventory can not only see the current situation of the personnel, but also effectively drive the promotion of the management of talents.

What is the talent inventory?

Generally speaking, talent inventory is not only to take stock of the current situation of the enterprise, but also to make an inventory of the future according to the development strategy and planning of the enterprise.

Based on the present, the contents that need to be inventoried include:What is the current situation of job matching? Stability of existing personnel?

What are the factors that affect employee stability? How are employees performing in their current roles? What are the reasons for low and low performance?

What can be improved? What are the performance and growth in the past year, etc.

Based on the future, it is: take stock of the future development direction of employees? What are the long-term human resources needs of the enterprise? Who is the core backbone? Who can enter the talent echelon? What is the way to develop talents?

Application of the results of the talent inventory:

There are many tools for talent inventory, which are used differently by different enterprises, including organizational charts when conducting strategic analysis and organizational analysis; Some assessment tools are mainly used in the assessment of talents, including 360-degree evaluation, evaluation center and other tools. After the talent assessment, we usually use the structure chart of talent quality and the nine-square grid of talent to present the inventory results.

Among them, the nine-square grid of talent inventory is a common tool in talent inventory, which usually forms performance from the three dimensions of ability, potential and performance to obtain more comprehensive data.

For enterprises, an effective talent inventory needs to be further applied to the inventory results, and the inventory results can be applied to the following aspects:

(1) Compare the inventory results with business requirements, conduct gap analysis, and find key missing points.

(2) Determine the focus of recruitment and promotion by department to supplement key capabilities.

(3) According to the commonality, determine the batch culture plan.

(4) For high-potential personnel, focus on training and taking on important projects, and include them in the talent development echelon.

Personnel inventory refers to the specific situation of the personnel of the department or unit The specific inventory items include the following items: 1. The actual number of people and the proportion of men and women in each department (specific to the minimized unit) 2. The position and seniority of the personnel in each department need to be specific to each job or station 3. How many personnel should be compared with the existing personnel The above three points are what the personnel must do in my work.

Talent inventory

Through talent inventory - identify talents, evaluate talents at all levels in an all-round way, and let high dives surface. Actual combat training, demonstrate and improve the level of management of personnel recognition and employment. Unified language, different managers use the same ruler to evaluate people.

Strategic linking, which really links human resources with strategy.

Heyi believes that: 1. Inventory of talent structure: mainly including educational structure, age structure, gender structure, ability structure, etc., focusing on analyzing the difference between talent structure and the needs of corporate strategic goals, and clarifying the future direction of talent structure adjustment.

2. Inventory of the number of talents: focus on the difference between the actual number of positions in each department and the number of staff, and clarify the gap in the number of talents.

3. Inventory of talent quality: Through the analysis of performance appraisal results and the evaluation of employee ability, the adaptability of personnel and posts is inventoried, the quality of existing talents is analyzed, and the direction of talent training is clarified.

4. Inventory of talent development potential: Through talent inventory, potential outstanding talents are discovered, which are the focus of follow-up attention and training to provide backup for the company's key positions.

5. Inventory of talent stability: Through the talent inventory process, gain insight into the tendency of employees to turn, find the reasons for employee turnover, and provide a basis for enterprises to adjust talent policies.

The purpose of talent inventory is, of course, to better grasp the talent and make a reasonable arrangement and planning for the talent.

The purpose of talent inventory is to make talents more able to give full play to their talents!

Talent inventory refers to the investigation of human resources, the current organizational efficiency, the quantity and quality of talents, and forward-looking decision-making on organizational development, recruitment of key positions, succession planning, and the development and retention of key talents.

1. Why do you do talent inventory?

1. In the VUCA era, enterprises are facing huge talent challenges.

2. Industry changes force enterprises to pay attention to talents.

3. The development of talent management concepts.

4. The impact of the enterprise development cycle.

5. Changes in core management.

6. The need for human resources and strategic linkage.

2. What exactly does the enterprise talent inventory do?

Clarify what kind of people are needed, and make clear what kind of people we have now, the distribution of talents in various vertical functional departments and horizontal levels, and the quantity and quality of existing talents.

Third, the whole process of talent inventory.

Prepare for the evaluation of the calibration session and apply the results.

The specific ways in which the results of the talent inventory are applied usually include the following aspects:

1.Personnel adjustments and additions.

For personnel in different positions in the nine-square grid of talents, formulate personnel adjustment and supplement plans, including promotion, succession planning, retention, transfer, elimination, etc.; In the event of vacancies or insufficient successors after processing, the company can formulate a recruitment plan and supplement it from the outside.

2.Talent incentives.

Different incentive plans should be formulated for personnel in different positions in the nine-square grid of talents. For "superstars", a combination of long-term and short-term incentive plans should be formulated as the focus of incentive resources; For "performance stars" and "potential stars", certain incentives should also be given to promote their transformation and growth as soon as possible; For the "backbone", we should consider giving appropriate salary adjustments or bonuses according to actual needs, and retain these talents.

3. Talent training.

According to the talent inventory report, according to the advantages and shortcomings of talents, combined with the actual situation of the company, the enterprise can communicate with employees, formulate employees' personal development plans IDP, formulate potential and performance improvement plans, and help employees achieve self-breakthroughs.

After thinking about the application of the results of the talent inventory in an overall and overall way, the person in charge should work with various departments to formulate the application plan of the results of the talent inventory, and explain in detail the specific personnel adjustment and addition, talent incentives, and talent training plans. At the same time, succession plans for key positions and personal development plans should also be formulated as a supplement to the application plan of the results of the talent review.