2. Develop a talent succession plan. Talent succession planning refers to the behavior of enterprises to find, select and train succession candidates for this position when the incumbent is in a normal position. Successors come from two aspects: internal selection and external recruitment. The successor is a reserve cadre for this position, not a substitute.
3. Create a talent echelon resource pool. Talent echelon resource pool is divided into key position talent echelon resource pool, management position talent echelon resource pool and reserve talent echelon resource pool. The "capacity" of the talent echelon resource pool for key positions and management positions is 1: 3, that is, there are three candidates for a position. The "capacity" of talent echelon resource pool should first consider the total demand of personnel in this position, and make the ratio of total demand to talent echelon with 1: 3 as a reference.
4. Selection of candidates. Candidate selection is divided into key position succession candidates, management position succession candidates and reserve talent candidates. Select outstanding talents to enter the talent echelon resource pool and receive systematic training.
5, successor training. After the establishment of talent echelon resource pool, it is a long-term and routine work to "put in storage", cultivate and screen talent succession plan. When there is a demand for talents in the target position, successors can be selected from the talent echelon resource pool, and successful talents become successors.
6. Improve the personnel training system. According to the successor plan/talent reserve plan, combined with personal career development goals, design the training course system of talent echelon resource pool, design training methods, formulate training management system, and train them in a targeted manner, so as to achieve the goal of talent echelon construction.
7. Analyze the training needs of succession candidates. First, when analyzing the training needs, we should take the target post requirements of the talent echelon as the standard, and also analyze the organizational needs, personal needs and other needs. Secondly, the talents who entered the resource pool have been evaluated before, and these evaluation results are one of the important information of training demand analysis. Analyzing this information is helpful to plan personalized training plans and courses for talents.
Enterprises need to formulate the management system of talent echelon construction, set up special management institutions, clarify the division of responsibilities, standardize the process of talent echelon construction, determine the work content and scope of talent echelon construction, and ensure the efficient and smooth progress of talent echelon construction through effective management.
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