How to establish a scientific enterprise talent management system

1. Fully understand the employees of the enterprise, everyone is so simple to themselves, but so complicated to others. As a manager, it's not easy to get to know your people well. But if managers understand their employees well, things will go much more smoothly.

As the saying goes, "A man dies for his confidant". A manager who understands his people well will be a first-class manager in terms of productivity and relationships.

2. Listen to the voice of employees, managers of small and medium-sized enterprises have a strong self-assertion, which helps to solve problems decisively and quickly, but on the other hand, it will also make managers insist on going their own way, unable to listen to the opinions of others, resulting in decision-making errors. In the management of enterprises, listening to the voices of employees is also an important way to unite employees and mobilize enthusiasm. In addition to problems, an employee's mind will lose his enthusiasm for work, and it is impossible for him to accomplish the tasks you give him.

At this time, as a manager, you should patiently listen to his voice, find out the crux of the problem, solve his problem or be patient and enlightened, in order to help achieve your management goals.

3. Management methods are often innovative, management staff are like driving a car, the big driver of the air tour needs to be careful to look at the indicator and the road surface when driving, there are new changes in the road surface, the pointer of the indicator has changed, he should turn the steering wheel to prevent the car from rolling over and hitting people. The same is true for managing employees, who need to keep their employees on a set track by carefully observing and adjusting frequently to prevent biases. In a stable large enterprise, managers should pay more attention to the various changes of employees and flexibly use various skills to manage subordinates within the basic management framework.

For active SME managers, their responsibilities are even greater. Not only can they not manage their subordinates in a rigid manner, but they also cannot use a fixed model to involve the blueprint 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.