Talent training plan, in the enterprise, talent is an unattainable part, and talent training plan is the overall planning plan for the future development direction of the enterprise. Let's share the relevant contents of the talent training plan and have a look with me.
Talent training plan 1
Article 1: Purpose
Establish and improve the company's talent training mechanism, rationally tap, develop and train the company's strategic reserve talent team by formulating effective talent training and development plans, and establish our company's talent echelon to provide intellectual capital support for the company's sustainable development.
Article 2: Principles
Adhere to the training principle of "internal training is the main thing, external training is the auxiliary thing", and adopt the way of "rolling in and rolling out" to carry out circular training.
Article 3: Personnel Training Objectives
The company's talent training objectives always adhere to the talent training policy of "both professional training and comprehensive training", that is, the company trains expert technical talents and comprehensive management talents. Expert technical talents refer to talents with high technical level in a certain field of work, and comprehensive management talents refer to talents with comprehensive knowledge and high management level in the field of work of their own units or departments.
Article 4: Organizational system of personnel training
The company has established a "unified and separate" talent training system. Functional departments and project teams are responsible for the initial selection and specific implementation of personnel training objectives as the basis of personnel training. As the organization and coordination department of the company's talent training, the human resources department is responsible for talent training planning, formulating talent selection standards and procedures, determining training objectives, and making overall arrangements for training plans.
Article 5: Main Contents
This management method consists of the following aspects: the composition of strategic talent training system, the selection of strategic talents, the training mode of strategic talents, the training methods of strategic talents, and the elimination and promotion of strategic talents.
Composition of strategic talent training system
The company's strategic talent training system consists of four parts: Young Eagle Plan, Flying Eagle Plan, Fine Eagle Plan and Eagle Plan. These four parts together constitute the company's strategic talent pool.
Article 6: "Young Eagle Program"
The plan aims to cultivate new college students who are motivated, willing to learn and enterprising, so that they can gradually become the technical backbone and business backbone of the department.
Article 7: "Eagle Project"
The plan aims to train existing ordinary employees with more than two years of work experience and further training potential, so that they can gradually grow into the heads of various functional departments.
Article 8: "Eagle" Plan
The plan aims to cultivate middle-level management cadres with further training potential in the company, so that they can gradually grow into talents independent of the company and reserve talents for positions such as vice president and director.
Article 9: "Eagle Project"
The plan aims to train the existing senior managers and technical leaders, so that they can gradually grow into all-round talents and prepare for the company's future strategic expansion.
Through the above four plans, students will be gradually trained as successors and reserve talents for key positions in the company. Key positions mainly refer to some important middle and senior positions of the company according to the current or future development needs. Reserve talents mainly refer to some talents with training potential who can replace some middle and high-level positions in the company to cope with future development and changes.
Selection of strategic talents
Article 10: Purpose
Through scientific evaluation and careful selection, reserve talents with real leadership or professional potential are selected, and the company's concept of employing people and promoting talents is established.
Article 1 1: Selection conditions
Employees who enter the strategic talent training team must be competent for the existing work, have strong enterprising spirit and have certain training potential.
Article 12: Selection of tools
1. Recommendation Form for Strategic Talents (see Annex I)
2, "Career Anchor (Career Orientation) Self-evaluation Test Questionnaire" (see Annex II)
3. Management Capability Evaluation Form (see Annex III)
4. Job satisfaction test (see Annex 4)
5. Article 13 of the Dutch Career Orientation Test Scale (see Annex 5): Selection Procedure.
For the strategic talents of the company, the human resources department first puts forward a list of candidates according to the selection conditions and tools, and then the general manager confirms the list of selected personnel in the strategic talent pool.
Training mode of strategic talents
In order to meet the needs of different positions, combined with employees' career development planning, the company adopts the following two training modes for strategic talents:
Article 14: Training Mode of Compound Management Talents
For compound management talents, the company adopts a wide-caliber training mode, that is, it adopts a combination of rotation work (different systems)+attachment training (different departments)+new project work+continuing education. Article 15: Training Mode of Business/Management Professionals
For business/management professionals, it is emphasized to be both professional and professional, and in-depth training is carried out in business lines and management lines. The company adopts cross-training mode, that is, it adopts various training methods such as job rotation in business or professional field+project work+continuing education+internal lecturer training.
Training methods of strategic talents
In order to ensure the pertinence and effectiveness of personnel training, the company adopts different training methods for personnel at all levels included in the strategy.
Part I: For those who are included in the "Young Eagle Project"
Reserve personnel included in the "Young Eagle Program" can be trained through internal tutors, on-the-job training and external training. Details are as follows:
Article 16: internal tutor
According to the company's internal tutor manual and the company's internal tutor management system, the personnel included in the "Young Eagle Program" will be trained.
Article 17: On-the-job Training
All employees listed in the Company's "Young Eagle Program" must complete the necessary points according to the Company's "Training Points Management System". Those who fail to accumulate training points within the prescribed time limit will not be trained as strategic talents of the company.
Article 18: external training
According to the company's training management system, all strategic talents listed in the company's "Young Eagle Plan" can participate in external long-term and short-term training at the company's expense, but they must sign corresponding training agreements with the company. Anyone who refuses to sign the training agreement will not be trained as a strategic talent of the company.
Talent Training Plan II In order to implement the Interim Measures for the Introduction, Training, Management and Development of Talents in XX County (hereinafter referred to as the Measures) and the Interim Measures for the Implementation of the Introduction, Training, Management and Development of Talents in XX County issued by the people's governments of the Central Committee of the Communist Party of China and XX County.
I. Guiding ideology
Guided by the important thought of Deng Xiaoping Theory and the "Three Generations", we will fully implement the Scientific Outlook on Development, and focus on strengthening the construction of professional and technical personnel and improving the professional and technical level, so as to comprehensively improve the ability and quality of all kinds of talent teams.
Second, organization.
XXX county hospital of traditional Chinese medicine established talent management office, its functions:
1, responsible for the introduction, management and development of talents in our college;
2. Formulate major policies, regulations, methods and rewards and punishment measures for hospital personnel work;
3. Make the talent training plan of our college, and train talents of different levels in batches in a planned and step-by-step manner every year;
4. Collect the talent demand of our hospital and report the demand information to the talent development office of Health Bureau in time;
5. Organize outstanding talents in our college to carry out research, technology development and scientific research;
6. Study and solve problems in talent work.
Three, implement the "measures" and "plan", and organize cadres and workers to learn.
(a) study and publicize the "measures" and "planning". Organize the cadres and workers of the whole hospital to study and publicize the spirit of the national and regional talent work conferences, and study and publicize the Outline of the National Medium and Long-term Talent Development Plan (20 15-2020) issued by the Central Committee and the State Council.
The "Measures" promulgated by the county government in June this year have enabled the cadres and workers in our hospital to firmly establish the concept of "human resources are the first resource, human capital is the first capital, and human capital is the best investment", establish a strong sense of talent, and further strengthen the sense of responsibility and urgency of cadres and workers for talent introduction, training, development and management.
(2) The leading group of talent management thoroughly investigates the successful experience and outstanding problems of talent work in our hospital, and in view of the outstanding problems found in the investigation, studies and decides the talent work in our hospital in the next 2-5 years, so as to ensure that the talent work can be grasped, grasped and produced results.
(3) Before February 25th every year, 65438+ will report to XX Talent Office and Editorial Board Office what talents and conditions our hospital needs, so that the talent work coordination group can make overall arrangements for recruiting talents.
(4) Formulating standards for talent classification.
Category I talents: professional and technical talents with senior titles or master's degrees or above; Second-class talents: professional and technical talents with intermediate titles;
The third kind of talents: professional and technical talents with primary titles.
(5) Do a good job in personnel training plan,
1. Report Class I talents to the county talent work coordination group step by step on time, and conduct training after being approved by the talent office.
2. The hospital will focus on training second-class and third-class talents and strengthen the "three basics" training. The first is the training of "three basic skills", that is, through the training of basic theory, basic knowledge and basic skills of medical specialty, the professional and technical quality is improved; The second is the cultivation of "three basics of morality", that is, the basic education of morality, legal system and the basic knowledge of psychology and society. Make medical staff have strong professional ethics and legal awareness, and master the relationship with patients through medical psychology and social and humanistic knowledge education.
Communication skills, so as to improve service awareness and level. In addition, the three types of talents should be trained in rotation, and every department should be trained in rotation. Although passed the examination, but can only rotate to the next department.
3. Regularly organize three-level doctors' rounds, discussion on difficult diseases, nursing care of critically ill patients and other activities, give full play to the inheritance, help and leading role of class I talents in class II talents and class II talents among class III talents, give instructions and guidance in practical work, point out existing problems and mistakes in time, and comprehensively improve the overall quality of professional and technical personnel.
4. Carry out pairing assistance activities and do a good job in counterpart support.
Our hospital is a county-level medical unit and a second-class first-class hospital, which has the obligation to provide professional guidance and support to township hospitals every year. It is our unshirkable responsibility to do a good job in counterpart support in a planned and step-by-step manner, further improve the service level, team quality and comprehensive service ability of the supported units, and meet the basic health service needs of farmers.