Talent inventory, how to be effective?

First of all, we must correctly understand the enthusiasm of employees, the subjective initiative of employees, the personal quality, knowledge level, skill level, and the actual results of employees in the job should be counted according to these factors.

You can use data access method, questionnaire research method, interview and discussion method, performance appraisal method, quality evaluation method, etc., which are used to comprehensively assess and check talents.

The best way to do this is to put everyone's details into the system, so that you can quickly check the information of each employee.

Talent inventory. The most typical tool application is the nine-square grid.

Talent is differentiated through two dimensions.

The first dimension is potential. In general, there are three levels of potential, each of which is defined as follows:

1. High potential: through cultivating the ability to be competent for one or two higher positions;

2. Medium potential: the ability to be competent for more complex actions in this position or a position of the same rank;

3. Low potential: need to continuously learn professional knowledge or receive systematic training in existing positions.

The second dimension is performance. If the time in the new position is too short, the performance of the previous position will be looked at. There are three levels of performance:

1. High performance: performance continues to exceed the established goals;

2. Medium performance: performance continues to achieve the established goals;

3. Low performance: The performance is not good, the set goal is not reached, or there is a need to improve the performance.

The importance of talent inventory.

The reason why the topic of "talent inventory" is used as a talent management system.

Because talent inventory is the connector and driving wheel in the entire talent management system.

On the one hand, talent inventory can effectively identify talents in terms of process and technology, improve the efficiency of selecting, using and cultivating talents, and make all modules of talent management well connected;

On the other hand, talent inventory is in the form of face-to-face communication with the management team to unify the view of talents, the understanding of culture, and even the cognition of organizational strategy, on this basis, talent inventory can effectively drive the work of talent management.

Talent inventory is the key to linking strategy and execution, and it is an indispensable ability not only for HR practitioners but also for all managers. Bert believes that when a company needs to conduct a talent inventory in the following three situations:

1) The current situation of talents is unclear;

2) insufficient talent pool;

3) inefficient cultivation and development;

One of the solutions is to start the talent inventory, which can not only see the current situation of personnel, but also effectively drive the promotion of various management work of talents.

Talent inventory can be subordinated to different purposes and play several different roles: through inventory, the key talents of the enterprise can be well understood, provide important input for the decision-making of strategic personnel appointment, dismissal and deployment, and support the enterprise to carry out forward-looking planning of key talents. Talent inventory can be divided into the collective level (everyone's general deficiencies are in the first place, from which to capture the common training and development needs) and the individual level (for a small number of key talents to have an in-depth understanding, tailor-made, prescribe the right medicine, and promote their personalized development).

identify gaps between organizational capabilities and existing talent capabilities;

Understand the scope and potential of existing talents;

Identify and locate high-potential talent in a timely manner to prepare for talent pipeline and succession planning.

Have fun!

Take stock of the role of talents and what is the main job.

1: What is the current situation of job matching?

2: How stable is the existing staff?

3: What are the factors that affect the stability of employees?

4: How is the employee's current job performance?

5: What are the reasons for high and low performance?

5: How to improve?

1.Analyze the current state of the organization.

2.Carry out a talent inventory. This part is to evaluate the talents in key positions, including ability and potential, and at the same time to analyze them in combination with their performance hall.

The content that needs to be prepared is mainly the standard of talents, mainly including setting models, performance indicators, and some enterprises will also prepare potential models, because they pay special attention to the evaluation results of potential in the talent inventory.

3.Hold an inventory meeting.

4.Develop an action plan after the talent review.

5.Track the effect of dress-ups.

askform asks Zhidao employee talent inventory system.

Provide enterprises with technical support for a full range of employee talent inventory, free of charge to create questionnaires, list relationship import, index weight formulation, customized evaluation reports, direct sending, eliminating the cumbersome data processing, generating a complete and implementable employee engagement report, and working more efficiently.

Talent inventory debate refers to the all-round evaluation of talents at all levels, so that high-potential carriers can surface.

In China, with the rapid growth of the consumer market, many enterprises have been able to rapidly expand their business territory or carry out cross-border operations, and while the business scale and industry involvement are expanding, new management positions are added to expand the management radius of the senior management team, so as to cooperate with the transformation of cross-border personnel quality has become inevitable.

Aon Hewitt observes that the presence of a sufficient talent pool within the company and the availability of promising future leaders will be key to the company's ability to further remain competitive.