What does the company's five-year talent plan include, and how to write and change the talent plan?

(1) Predicting the future organizational structure An organization or enterprise often changes with the change of external environment, such as the change of global market, the demand of transnational response, the breakthrough of production technology, the update of production equipment, the change of production process, the advent of new products, etc. These changes will affect the whole organizational structure, that is, the organizational structure must adapt to the changes in business strategy. The change of business strategy is caused by the change of environment. The change of organizational structure will inevitably involve the allocation of human resources. Therefore, the prediction and evaluation of the future organizational structure should be listed as the first step. (II) To formulate a plan for balancing the supply and demand of manpower. The plan should consider the following three points: (1) the number and level of personnel increased due to business development, transformation or technical equipment renewal. (2) The number and level of personnel to be supplemented due to personnel changes, including retirement, resignation, disability, transfer and dismissal. (3) Changes in human structure due to the promotion of internal members. (3) The recruitment principles for making a supplementary human resources recruitment plan include: (4) The purpose of making a talent training plan is to cultivate talents, including internal selection of existing employees and strengthening the training of employees' product expertise and work skills; We should actively hunt for a few talents in the society that are badly needed in the future to avoid the lack of such talents in enterprises. As for the training content of personnel, it can include: (1) Second professional training: to facilitate the flexible use of manpower by enterprises. (2) Improve quality training: help employees establish correct concepts, improve their ability to handle affairs, and enable them to undertake more important tasks. (3) On-the-job training: to meet the requirements of social progress, so as to improve the existing work efficiency. (4) Senior executive training: training in management ability, management technology, analysis method, logical concept and decision-making ability. (V) Manpower planning Manpower planning should not only meet the demand of future manpower, but also make full use of existing manpower. The use of manpower is very wide, and the key lies in the perfect cooperation between "people" and "things", so that things can be done in people and people can make the best use of their talents. Manpower utilization includes the following items: (1) post function and post reorganization; (2) Work assignment and adjustment; (3) promotion and transfer; (4) job enrichment; (5) manpower inspection and adjustment.