Home >

Is The 80S Successor Ready?

2011/8/2 15:34:00 30

??? 日本語 Fran?ais English 中文

Post 80S Successor Preparation

A recent poll on a social networking site shows how many Post-80's managers are now.

Data show that 30% of the participants chose "I am the post-80s manager".

Indeed, from the perspective of workplace evolution, 80 has entered the ranks of the main force in the workplace.

More and more 80 after entering the management layer, become a management practitioner.

What challenges do managers face after the pformation from employees to managers?

How can enterprises develop their maximum effectiveness and really train them to become the successors needed by the organization?

Case observation

Xiao Wang, who was born in 82, is now a project manager.

After master's graduation

First-tier cities

Over the past three years, three enterprises have been served, and the project commissioner has gradually grown into a project manager.

In addition to his own efforts and outstanding performance, job hopping and volunteering enabled him to quickly become a project manager in a fast growing high-tech company.

But the growth of popcorn style began to make him tired.

After all, those career experiences are still based on the implementation of the basic work, coupled with their industry is fast knowledge, and the same is for the 80's colleagues and subordinates' expectations is a kind of pressure.

Xiao Wang should take the initiative of being a manager, but he is willing and willing to digest himself.

Gradually, team performance declined and morale was low.

Eventually, due to poor performance and repeated complaints from customers, the company withdrew the appointment of Xiao Wang, resulting in the loss of both the enterprise and employees.

From the perspective of age and population proportion, post-80s managers are undoubtedly the new main force that enterprises must pay close attention to.

They accepted the influence of Western fast food culture and grew up in the background of China's rapid economic development.

"Fast"

It is the value of Post-80's deep processing.

In the post crisis era of China, "speed" is also a typical feature of companies that are soaring like crazy.

Therefore, the desire for rapid growth of talents is the common expectation of employees and enterprises after 80.

However, the management of talents and the growth of enterprises must be "fast" with the "accuracy" is the healthy way of development.

Only prepared key personnel are suitable new managers.

From the perspective of knowledge and technology, the post-80s managers are definitely

Highly educated,

Innovative talents.

They are not only the best of their peers, but also more willing to do and have independent will than 60 and 70.

However, with the rapid growth of internal hope and recognition, and the urgent needs of the external enterprises, many outstanding Post-80's key talents are too risky to put on the uninsured managers' positions, which ultimately leads to the loss of personnel training costs, and the loss of their professional psychology and the confidence in their career development.

Therefore, when enterprises are in urgent need of employment, we must attach importance to the orderly planning of excellent talents and successors of enterprises, pay attention to the psychological rules of talent growth, so that excellent post-80s managers can experience the appropriate challenges and get solid and healthy promotion in challenges.

The post - 80 is a generation of self - growth, especially the key talent in the enterprise.

Many surveys consistently show that they are more concerned about "good career development opportunities" and "good training and personal development" than "better pay".

Talent training will be the key to decide whether or not the talents will win in the future.

However, the future competition for talent will be more and more challenging.

"Individuality" is another universal sign after the 1980s.

They have their own ideas and are not easy to buy.

The game between talents and enterprises will also be more and more wonderful.

After 80, they dare to think and dare to do, which represents the unusual concept and the pursuit of distinctive and innovative features.

Therefore, their training and guidance can not be confined to traditional imparting and instilling, but more dynamic perspectives and individualized training mechanisms are needed to help the key talents in the 1980s to become a real successor to enterprises.

Winning in the early days of talent competition is a matter of great concern to win a win-win situation between talents and enterprises.

After a series of practices, the North Sen talent management consulting service department believes that the key to success can be summarized from three aspects:

1, diversified ways of talent development

The training of post-80s talents must be suitable for their individualized characteristics and targeted.

First of all, the analysis of the precise and clear quality gap of key talents determines how to make up for each other's weaknesses and develop the most needed competency in the shortest time.

Secondly, diversified and targeted training and development is also essential.

Traditional teaching training needs to be combined with task based one to one trainers.

In daily work, giving personalized situational guidance will greatly improve the efficiency of post-80s managers, shorten the training cycle and enhance the efficiency of training.

Moreover, managers at all levels of the enterprise need to be more involved in the training and development of the 80's talents, which will fully enhance the enthusiasm of the reserve staff, satisfy the psychological needs of Gao Zizun, high self actualization desire and high degree of concern, and stimulate their internal motivation and sense of belonging.

2. Dynamic succession and development mechanism

With the rapid development of enterprises, the post-80s employees need to grow at a high speed. This means that the training of post-80s managers and key personnel must be locked into a dynamic process.

Time reflects the dynamic characteristics of survival of the fittest and mutual adaptation.

Therefore, the definition and training of talents is a dynamic supply chain of talent management.

We need to do a good job of information collection and monitoring mechanism of talent growth status, monitor the reserve personnel's preparation degree in real time, and facilitate the implementation of more effective training intervention and talent management decisions.

Only in this way can we ensure that the post-80s managers selected and trained consistently keep pace with the needs of enterprise development in terms of capability readiness.

At the same time satisfying both sides' psychological expectation can not cause ideal brain drain, but not ideal people can not get up.

3, efficient and economical talent pool.

A continuous, dynamic and targeted diversified talent reserve system is an effective guarantee for enterprises to provide enough and sustainable talents.

Excellent and suitable talents enter the training mechanism, continue to dynamically supervise and train, provide personalized support and guidance, do not meet the dynamic development goals of talent withdrawal, undetermined observation, or adjust the training plan.

This will effectively reduce the problem of high cost of personnel training, which has been plaguing enterprises.

We should keep abreast of the status and scale of talent reserves, match the talent training resources in time, and ensure the consistent development of talents and the development of enterprise strategy.

Truly promote and develop suitable Post-80 managers to the needs of enterprises, a win-win situation between talents and enterprises.

In the final analysis, the training and management of post-80s managers is not a new problem. Only the "fast" and "personalized" post-80s generation are hit by the "rapidly developing" business needs.

The development and management of talents has always been a concern for enterprises, but it is only becoming more and more important at the moment. As we all know clearly, who can grasp the hearts of outstanding managers today, tomorrow this enterprise will surely be the leader of the industry.