How To Reserve Talents In World Famous Enterprises

At present, many big companies advance the work of mining talents to university graduates before choosing jobs, or even earlier.

Most of these companies have their own talent pool, and make a comprehensive analysis of their achievements, abilities and behaviors for future use.

As a key position of the company, talent warehouse operation has provided talent reserve, especially for the leadership position, which has provided a guarantee for the development of enterprises.

Of course, the company's internal resources are also an important part of the talent pool.

It is a revolutionary leap in human resources management to predict and evaluate talents based on data.

The world famous company's talent pool generally has the following characteristics: first, to absorb all kinds of talents that the company needs; the talent pool of well-known companies has absorbed thousands of talents and comes from all over the world.

Two, to evaluate and analyze each person, generally speaking, the information of the talent pool is not simply comprehensive storage, but to evaluate and analyze each person. It is also necessary for the managers to carry out the test under the virtual environment, whether they can bear the pressure and how to answer all kinds of questions.

Three, to develop a key position successor plan, the most advanced company's talent pool will even set up succession plans for some key positions early, so as not to take action at the last minute and cause unnecessary losses.

This way of preparing ahead is very reasonable, because in accordance with the principle of mobility, leading cadres should change jobs every 4 to 5 years.

Four, get rid of the dependence on headhunting companies. In the past, companies were looking for valuable talents, often seeking help from some headhunting companies, recruiting firms, and all kinds of offices actively recommended to their clients.

However, because this process usually lasts for a few months and costs a lot, it is generally necessary to hand over 33% of the annual salary of the recruiter to the firm. Moreover, the "excellent candidate" that is always selected is hard to prove in future positions, and it is worthwhile to find his investment in time and capital.

Now more and more large companies prefer to find suitable candidates in their own talent pool.

It is a consensus that selecting talents with high quality management talents and talents is the key to success or failure of the company and the advantages of the company. Five.

Therefore, the talents targeted at the talent base, especially the managerial personnel, need better business, strong ability and rich experience.

With the establishment of new enterprises, there must be a good leading body.

In the globalized economy, the quality of leading cadres is crucial.

It is not enough to have a professional ability to become a regional business leader and head of a trade department.

Six, find and cultivate talents in the company. Generally speaking, many 60% to 90% of the leading positions in many companies are promoted by internal promotions.

The professional experience and professional training of these talents are the steps of promotion.

Admittedly, major companies have abandoned the idea of lifelong employment, but they still believe in long-term benefits.

Many companies believe that after training and workouts, enterprises cadres are becoming more and more capable as they accumulate experience in enterprises.

With the development, mergers and acquisitions, many enterprises have also readjusted their own organizations so as to enable their new leaders to adapt to the new challenges.

In addition, the talent pool has been ruthless for the elimination of unqualified talents. Many people have been defeated in the competition, because the company claims that they need fresh blood.