How to reflect the job competency of employees in the process of talent inventory?

Answer: What are the following points?

The overall goal assessment of the human resources department;

The manager of the human resources department issues the assessment indicators and tasks;

plan for the introduction of high-end talents;

Talent logistics support construction and talent reserve plan;

** Guide the children of senior talents to settle down;

**Allowance for senior talents;

Improve the reform measures and plans of the talent compensation system;

Cultivating talents, cadres, party building, and team building;

Improve the remuneration and benefits of talents and the promotion mechanism;

Pre-job training for employees;

Develop a talent recruitment plan;

Recruiting, screening, selecting, and hiring suitable talents.

Thank you! Answer: Explanation by the nature of the question?

In the management level, as managers are more responsible, to managers (for example), all who do this work, are busy with work and can not be tired, can not be taken lightly, can not be sloppy, because considering the importance and urgency of this work, we must do everything or care about everything, in order to obey the command of the boss, in order to complete the quality and quantity of these things assigned by the leader, in order to do a good job in the coordination and communication of the department leaders, In order to effectively connect the specific tasks and specific processes of the work, for the next step of the work, and be fully prepared, to do a good job of the subordinate work with due diligence, with a hard-working work attitude, to be able to implement the specific affairs in place, in order to report to the superior leaders at any time the relevant situation of the work, and the relevant matters that need to be explained.

In this way, "small talents can be used for a long time" is to illustrate the specific tasks of the assigned work, and it is more necessary for the management personnel to be conscientious and responsible for the work attitude and rigorous work style, and it is more necessary for the management personnel to seek truth and pragmatic work efficiency, and to do these tasks conscientiously, so as to reflect the strong dedication to the work, the desire for work is relatively strong, and the efficiency and effectiveness of the work are improved wholeheartedly. Thank you!

Are you a big company or a small company?

If you're a small company, let's do it like the brother upstairs.

If it's a big company and there are a lot of people in the company, it's going to kill people like this.

If you are the HR of a large company, you should know that there are such things as talent assessment software and talent review tools in this world!

If you don't know, find out, it's not very expensive, the company can definitely afford it, and with software tools, it will be very easy for you to do inventory.

I personally recommend the T12 talent assessment system for Cantonese people.

Summary. Hello dear, glad to answer for you. (The competency of the position mastered through the talent inventory, including the advantages and disadvantages of the inventory object in all aspects (such as:

team management ability, overall planning ability, emergency response ability, communication ability, professional ability, development potential, etc.), as well as the inventory results, in the same system, the hierarchy of the ranking, in the four categories of personnel (mature talents, semi-mature talents, cultivable talents, mismatched personnel) in which classification. ）

The competency of the position mastered through the talent inventory, including the advantages and disadvantages of the inventory object in all aspects (such as: team management ability, overall planning ability, emergency response ability, communication ability, professional ability, development potential, etc.), as well as the inventory results, ranking in the same system and level, which classification is in the four types of personnel (mature talents, semi-mature talents, cultivable talents, and mismatched personnel). ）

Hello dear, glad to answer for you. Pro (the competency of the position mastered through the talent inventory, including the advantages and disadvantages of the inventory object in all aspects (such as: team management ability, overall planning ability, emergency response ability, air sensitive bucket, communication ability, professional ability, development potential, etc.), as well as the inventory results, in the same system, the hierarchy of the ranking, in the four categories of personnel (mature talents, semi-mature talents, cultivable talents, mismatched personnel) which classification.

Under normal circumstances, the first by the Qitan side of the industry HR to start some foreshadowing work, and then from the bottom to the top to advance, and finally by the company's senior management according to the organization's development goals, look at the organization, look at talents, select the company's high-potential talents, discuss succession plans and talent development projects. The opening paragraph is not a single discussion of people, but involves the key elements that determine the survival and development of enterprises, such as "strategy, business, organization and talent".

In this way, the "talent inventory" grinding code is a very good tool for enterprises, so that enterprise HR can help business departments sort out and establish a logical closed loop from strategy to organization to talent, and lead the cultivation of people and business development to synergy. At present, many enterprises have implemented it, and there are many voices of different molds.

Summary. What do you mean by "four batches"? It is to eliminate a group, promote a group, develop a group, and exchange a group.

The second point is to improve talent management capabilities. When human resources push talent inventory, they need people who do it together with business lines.

The third point is to build the company's talent management platform.

Through the action of talent management, you can effectively build the company's talent management development plan. For example, some companies do an inventory every once in a while, and after the end, they will follow the company's talent training plan, succession plan, and even employee exchange plan, as well as the survival of the fittest plan, etc., which is an evaluation of a series of management mechanisms.

The competency of the position mastered through the talent inventory, including the advantages and disadvantages of the inventory object in all aspects (such as: team management ability, overall planning ability, emergency response ability, communication ability, professional ability, development potential, etc.), as well as the inventory results, ranking in the same system and level, which classification is in the four types of personnel (mature talents, semi-mature talents, cultivable talents, and mismatched personnel). ）

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The second point is to improve talent management capabilities. When human resources push talent inventory, they need people who do it together with business lines. The third point is to build the company's talent management platform.

Through the action of talent management, we can effectively build the company's talent management development plan. For example, some companies do an inventory every once in a while, and after the end, they are followed by the company's talent training plan, succession plan, and even employee exchange plan, as well as the survival of the fittest plan, etc., which is a series of management mechanism evaluation. Thank you very much for your trust and hope that the service will satisfy you.

Bert Consulting: Talent team competency inventory: This is the content that is relatively ignored in the traditional module, but it is the basis for Zaoxin to build a scientific career development system, we through the scientific analysis of the organizational structure nodes such as positions and team roles, and the position profile of the position is determined by the proposed douyan pants, according to which the competency assessment of on-the-job employees is carried out, and the basic situation of the talent team is obtained by selecting the most cost-effective evaluation center technology, as the starting point of career development planning. It is also the foundation of quantitative management of enterprise human capital, which can give executives a clearer and more thorough understanding of one of the largest cost resources.

Burt Consulting believes that different performance and matching degrees for positions should be managed at different levels.