How to establish an internal talent development mechanism

The first is to establish a flexible talent introduction mechanism. For cultural talents, break through the restrictions on household registration, break through departmental and regional boundaries, and simplify the procedures for introducing talents. The second is to formulate a feasible talent incentive system.

Actively support local cultural talents and inheritors of folk culture, especially representative inheritors of intangible cultural heritage items. The third is to implement preferential policies for the use of talents. Fourth, promote a reasonable way of talent training, vigorously cultivate professional talents, and provide human resources support for industrial development.

To establish a sound enterprise talent training system, we can start from the following 7 aspects: 1Develop a talent development strategy:

According to the company's development strategy and human resource planning, formulate a long-term talent training blueprint and roadmap. Including talent classification, competency model, training path, etc. This provides guidance for the follow-up talent training work.

2.Establish a training mechanism: including the selection and employment mechanism, training mechanism, career development mechanism, etc.

The selection and employment of personnel should be based on the enterprise talent model; Training should be provided in different categories, covering knowledge, skills and qualities; Career development should open career channels and realize the flow of talents. 3.Develop a training plan:

Develop long-term and short-term talent training plans for different types of talents. The long-term plan corresponds to the blueprint for enterprise talent training; The short-term plan operationalizes the annual talent development target. Stipulate key training and maintenance projects, ways and methods, responsible entities and resource guarantee mechanisms.

4.Provide a variety of training paths: including on-the-job training, job rotation exchanges, professional learning, counseling, project participation and other ways.

And take the way of going abroad for further study, market practice and other ways to dispatch and exercise. 5.Establish an assessment and incentive mechanism

Conduct regular evaluation of the effect of talent training, and assess the development and growth of key talents. Combined with the enterprise assessment system, the development of obvious talents to give corresponding incentives, to guide other talent orientation. 6.

Improve supporting resources: including training funds, teachers, training bases, information systems, etc. It is necessary to establish talent training and invest regularly; Hire experts from inside and outside the industry for guidance; Establish a talent training base and information management platform to provide resources for learning and management.

7.Formulate development paths: expand career development channels according to talent classification and ability requirements, and formulate corresponding development stages, job requirements, and promotion standards for different talent groups.

Clarify the development factors such as academic qualifications, working years, and ranks, so that talents can expect to grow. Therefore, enterprises should comprehensively and systematically plan and implement talent training, focusing on formulating talent development strategies, establishing scientific training mechanisms and systems, providing complete state trillion training methods, establishing effect evaluation and incentive systems, improving supporting measures and resources, and making them efficient. This requires the attention and support of the senior management in order to truly form the talent advantage of the enterprise.

Hello, Bert believes that we should start to establish an enterprise talent training mechanism from the following two aspects:

1.Training mechanism: the combination of receiving (unified training) and releasing (tutor teaching) and synergy;

In addition to the necessary knowledge content, the unified training is more important to cultivate the awareness and practical methods of self-learning and improvement of reserve talents, so as to lay the foundation for their rapid growth under the guidance of mentors;

In the mentoring mode, the reserve talents have goals, and the mentors have tasks, rather than a complete "free-range" state. Through organizing exchanges, seminars and other activities from time to time, we promote internal communication and experience sharing.

2.Driving mechanism: assessment and incentive for reserve talents and mentors;

Whether it is a reserve talent or a mentor, their performance in the process of training reserve talents will be recognized, and the corresponding incentive mechanism will be provided to positively drive the smooth development of the training of reserve talents.

First of all, it is necessary to look at the current lack of training, where is the target of training, who needs training, how long the training is effective, how often to train, the assessment after training, and so on.

3. The main content of the restraint mechanism of human training and blind talents.

4. The relationship between talent incentive mechanism and restraint mechanism.

5. Overview of the theory of entrustment.

6. Overview of human capital theory.

1. Some of the main models of incentive mechanisms.

2. The basic principles of the design of the incentive distribution mechanism.

3. The motivation of the selection and incentive of the case enterprise.

4. Determine the purpose of equity incentives.

1. The legal system of equity incentives.

4. Examination and approval of equity incentive plan.

5. Constraints on equity incentive contracts.

6. Equity transfer.

7. Constraints of the Articles of Association: Amendment of the Articles of Association.

8. Industrial and commercial procedures.

Fourth, the effective operation of talent incentive mechanism and restraint mechanism.

1. Financial management norms.

2. Information disclosure measures.

3. Improve corporate governance.

4. The change of the role of the boss.