The 5 most important aspects of enterprise talent management are selecting, employing, educating, retaining, and eliminating

Whether an enterprise can go long-term depends on talent management. Only talent is the ultimate productivity. Companies, big or small, are all learning talent management, but most business owners mainly study for their own benefit rather than focusing on the essence of management.

In the past, there was a company in Henan that did a good job in management. Whether it was for employees or customers, the benefits and services were impeccable. Even many measures were particularly incredible in the eyes of peers. For example, supermarkets will have a unified holiday system. Just to make the employees filial piety for a day.

As a result, employees are extremely loyal and work spontaneously. No matter whether the leader is there or not, the work is meticulous, whether it is the most basic hygiene, or the service to customers, of course, it also brings high customer stickiness.

Many companies in my city will organize their employees to learn the company's employee work model, but after returning, they are not satisfied, and they are more complaining. Horses feed grass.

This is not to say that a high salary will definitely arouse the enthusiasm of employees and let employees take the company as their home. In fact, it is a kind of corporate culture. First of all, employees should be regarded as relatives to meet the needs of employees.

Work is for a better life. In addition to allowing employees to make better money, employees can also enjoy the living needs brought by money and the company of their families.

Of course, some companies are advocating wolf-like culture and overtime culture, and they are also adopting the last-place elimination system for talents. This cannot be defined as wrong in general. It is still a management measure based on the company's own characteristics and the positioning of the times.

Today's enterprises are still facing a severe talent management crisis, and they are aware of the importance of talent management. Therefore, they spend a lot of money on talent training and recruitment every year, but they are obviously unable to keep up with the measures to retain people.

Only when the four links of "selecting, employing, educating, and retaining" are in place, can talents continue to create value for the enterprise, and supplemented by "removing talents", the talents of the enterprise can always be in the in healthy development.

First: how to choose

In fact, there is no definition of what is the root of selecting a person. Some companies prefer new hands, some companies focus on experience, and some focus on ability or loyalty. The choice between virtue and talent should be obtained as much as possible, unless it is in a radical stage and there are means to manage it.

In fact, in the selection of talents, enterprises can match the talents suitable for them according to the different stages and scale of the enterprise. No matter how strong the ability is, it is not suitable for the development of the company. It can only waste a large amount of funds and make the enterprise turbulent.

Another key point in selecting candidates is the iceberg model of talent quality. It is clear that only 20% of the iceberg is the dominant ability, and most of them can be cultivated; and the bottom of the iceberg is a person's greatest potential. , including personality, self-perception, motivation, etc.

Only by properly grasping the potential of people and cooperating with the company's education system can we truly create the backbone of enterprise talents, and it is benign.

Second: the key points of employing people

What is talent? Talent is the discovery of enterprise. Different people are placed in different positions, and the value generated is definitely different, and some of them will be different. Therefore, the first point of employing people is to explore the advantages of employees and match them with suitable positions.

Secondly, the key point of employing people is authorization and incentives, and whether it is authorization or incentives, it is also based on the needs of employees.

Third: Build an education system

The education system is not a simple old helper or some training courses. The real education is a system, which starts from the interview and runs directly through the employee to leave the company.

Educating people is divided into three types: knowledge, skills, and mentality, and the fixed training mode and flexible collocation methods are interspersed, so that employees are always in a state of continuous improvement.

Fourth: Use demand to keep people

When it comes to needs, we have to talk about Maslow's hierarchy of needs theory, survival is always the most basic need. An employee can't even survive, how can we create value.

When training with employees, many companies always paint how beautiful the cake is, but the basic salary is infinitely low. Of course, if it can be achieved, it is true, but how many people can really achieve it is nothing more than the company standing on its own. It's just a short-term benefit.

These companies often screen out a group of employees who are suitable for them by casting a large net and using extreme methods. They are basically irresponsible to other employees. After all, the cost of training people is very high.

Retaining people is to build empathy. Only in this way can employees be able to take ownership of the company and truly work together. Although 80% of the company's profits come from 20% of the talents, there is no such thing as this. Eighty, there will be no that twenty percent.

Fifth: a reasonable way to eliminate people

The purpose of eliminating people is never simply to eliminate people, but to put a certain amount of pressure on the company's talents through the elimination mechanism, thereby generating momentum, and it is also a way to purify the company and eliminate unsuitable employees.

If used properly, the company will be prosperous. On the contrary, everyone will be in danger, but they will not take advantage of the stable development of the company. Therefore, different ways of eliminating people are formulated in different periods. When should employees only feel pressure and when should they be panicked? .

In general, talent management is a complete set of mechanisms, and neither one is necessary. It just wants employees to work hard, but without supporting benefits, it will only accelerate the loss of talents.

Today, I mainly share some key points, which aims to explain that the enterprise and the employees are a community, and both prosper and lose together. Only by understanding the truth can we achieve a win-win situation. Later, we will share the specific operation methods in detail, so stay tuned.