The formation of talent strategy
From the beginning of the enterprise, the decision-makers of the factory leaders gradually realized that the competition in the market is first of all the competition of product quality, and the key to improving product quality lies in the construction of talent team. The competition between enterprises today and in the future is, in the final analysis, the competition for talents. Whoever has a high-quality talent team will have a stronger core competitiveness and a brighter tomorrow. Based on the consideration of this long-term development need, the leaders of the company put forward the concept of "Tianle Talent Project" in 1990, and advocated that we should attach importance to talents, cultivate talents, attract talents, use talents and care for talents as a systematic project construction, and pay attention to the recruitment and use of external talents while vigorously cultivating and using internal talents. Since then, batches of high-quality talents have entered the factory one after another, and the company has arranged suitable positions to give full play to their roles. At the end of 20001,the general manager put forward the Tianle talent strategy "13 project" which is suitable for Tianle's medium-term development goal. It is planned that Tianle will have 1 doctors and1doctors in 20 10 through 10 years of hard work and internal and external training. At this point, Tianle's talent strategy has basically formed and become increasingly clear.
Implement talent project
The core of the enterprise has always attached great importance to the implementation of Tianle talent project, especially the recruitment of talents. On key people and things, the chairman often makes his own decisions. Both the introduction of Zhenjiang Digital R&D team and the family meeting of recruiters as early as 1998 Lantern Festival are classic examples of Tianle talent recruitment and use. Moreover, more daily recruitment and management work has been concentrated in the company office, especially Zhao Qiao and Zhang Fanping, two office directors, who have done a lot of serious work and played a very important role. The company advocates the people-oriented principle, regards people as the first resource for the company's development, and attaches importance to the cultivation and development of talents, which is the driving force for our company's continuous progress and the key to our future success. The company constantly improves the assessment system, helps employees to improve their work more effectively, and at the same time spares no effort to train employees to improve their business level and try their best to provide a platform for each employee's personal growth.
cultivate
1, orientation training for new employees
After new employees join the company, the office will organize new employees to receive short-term induction training so that new employees can understand the company's purpose, corporate culture and policies. On this basis, all new employees must go through three levels of posts (safety, quality, etc. ) Conduct training and assessment at the factory level (or company), workshop (or department), team (or post), so that you can understand the working environment as soon as possible, clarify job responsibilities, and master safety regulations and work skills.
2. Departmental business training
The person in charge of your workshop and department will make a training plan according to the functions undertaken by your workshop and department, and carry out professional and technical training for new employees. These trainings, whether on-the-job or short-term off-job, combined with your work practice, will help you develop into a business expert in your department or field.
3, job skills training
According to the needs of the work or the application of the department, the company organizes special skills training such as standardized management, safety production and quality control from time to time, and all relevant employees should participate. The operation skills of front-line operators in the workshop are completed by team training, which is implemented through small-scale team training courses, guidance by team leaders, and employment of old foremen for counseling.
4, professional certificate training
After a new employee has been employed for one year, the company will arrange or allow you to participate in the training of your professional technical title or qualification certificate in a full-time, part-time or amateur way according to the needs of the work. According to the relevant regulations or signed training agreement, the company will pay the training fee to show its support, but you must serve in the company for a corresponding number of years.
5. Go out for inspection
In order to broaden our horizons and learn from them effectively, managers and professionals will be organized to visit excellent enterprises or institutions at home and abroad in due course.
6. Other training
According to the needs, the company will invite famous managers, scholars and experts from training or consulting institutions to hold lectures in the company, so that the managers and employees of the company can keep abreast of advanced management technologies and information, and ensure that employees learn and understand the management strategies or technologies they need.
examination
We have a scientific and standardized assessment system, which not only effectively helps employees achieve management objectives and production tasks and get corresponding returns, but also evaluates value and performance by strengthening communication, thus achieving continuous improvement and progress.
1, monthly assessment
At the beginning of each month, as a marketing, management or technical person, you must make a work plan for this month, and after discussing with your immediate superior, determine your official work tasks and performance goals for this month. In this month's work, employees should take this as a work guide and complete their work objectives on time with good quality and quantity. At the same time, communicate with superiors in time according to the progress or progress of employees' main work. At the beginning of next month, the employee's department will make a detailed evaluation of the completion of your performance goals last month. If you disagree with the final evaluation results, you can communicate with your superiors or the office.
As a front-line fixed operator, the quantity and quality of daily production work should be truthfully recorded and summarized. By the end of the month, plus your performance in observing rules and regulations and discipline, there will be a total result of salary and rewards and punishments announced, which is convenient for employees to check and improve.
2. Year-end evaluation
Every year 1 month, the company will conduct a fair, just and open annual assessment for all employees. On the basis of self-summary and statistical analysis of the annual performance, the superior makes an overall evaluation of the subordinate's annual work performance, and may discuss with the subordinate the work ideas and performance objectives for the next year. Employees will participate in the evaluation of other colleagues and will be evaluated by other colleagues accordingly. If you are a manager or a professional technician above the middle level, you have to accept a very important assessment, that is, democratic appraisal from subordinates. If there are objections to the year-end assessment results, employees can also communicate with department heads and offices, or appeal according to the prescribed procedures.
3. Evaluation results
According to the company's assessment regulations.
promote
The company is based on the principles of elite management, ability and advantages. Whether it is a salary increase or a promotion, it is based on the assessment results of employees. On the premise of job vacancies, the company will provide every employee with the opportunity to compete for jobs.