How to improve talents? How to do talent training

Talent is the foundation of a strong country, and strengthening talent training and training is the key link to do a good job in talent work. How to do a good job in the cultivation and training of talents, I think the following four tasks should be done well:

The first is to establish a guarantee system. All departments and units to which the training targets belong should respectively establish a responsibility system for contracting and guaranteeing personnel training and training, and be responsible for formulating and implementing training measures to ensure the quality of training.

The second is to implement the mentor system. All departments and units where the training objects are located should hire experts in the corresponding fields as academic tutors for the training objects, give full play to the unique professional and technical advantages and radiation role of the tutors, improve the starting point of training, and promote their rapid growth.

The third is to implement the joint hanging system. In connection with major projects, key projects and major scientific research topics, we actively recommend training objects to participate in project research and development and technical research activities, and select training objects to important positions, key laboratories, technology centers, key engineering projects and major research groups for temporary training, so that they can be trained and trained in practice.

Fourth, the docking system should be implemented. Strengthen the docking with various talent training bases and various talent training platforms at home and abroad, select and send training objects to domestic and foreign talent training bases and key universities at home and abroad for short- and medium-term training, visits and inspections, constantly update theoretical knowledge, and improve comprehensive quality and professional and technical level.

1. Solicit suggestions from subordinates.

When a person is able to speak freely, make suggestions, and receive positive feedback from his superiors, his morale will be greatly improved. When an atmosphere of full empowerment is created in the company, for example, employees set their own work content, deadlines, work goals, etc., they will take full responsibility for the fate of the company and become more motivated. Even if you give your employees some trivial permissions, it will create a huge mental motivation for them.

2. Recognition and appreciation.

What really makes a difference to productivity is interpersonal skills. In a sense, this experiment was designed for a specific purpose. The original intention of the experiment was to measure the impact of various factors on work efficiency, such as motivation, job satisfaction, resistance to change, group norms, employee participation, effective leadership, etc.

They found that there was no correlation between monetary incentives or time off and productivity. The simple answer is that productivity increases because employees know they're participating in an important experiment, and when someone is selected to participate in an important studio, they feel important and improve their performance. This phenomenon is now known as the "Hawthorne effect".

An easy way to motivate your employees is to remember to say "thank you" to them. Not only do employees feel recognized for their efforts, but more importantly, your impressions make them feel different.

3. Pay attention to improving the relationship between superiors and subordinates.

Morale is reflected in the employee's commitment to the work. Whether an employee is engaged in their work depends to a large extent on their relationship with their supervisor.

One of the secrets to becoming a great manager is to understand the personality of each employee and adjust your management style accordingly. The best managers in the world are not experts who are proficient in systems or processes, but people who really understand their subordinates as children. In this way, they can maximize the productivity of their employees.

Companies that focus on how employees feel and focus on dealing with complex relationships with employees are generally more successful. In other words, boosting morale, to a large extent, requires managers to care about humanity rather than simply setting systems or rewarding money.

Fourth, recognize the counter-effect of monetary incentives.

Rather than improving employee productivity, a competitive climate can undermine employee morale. In the minds of employees, 'fun work' and 'camaraderie among colleagues' are more important than money.