Talent cultivation strategy

The cultivation of talents can't keep up with the speed of job-hopping and the development of enterprises, which is a problem that puzzles many enterprises. The following is a strategy about talent training for your reference, hoping to help you.

What is the current situation of talent training?

I understand everything. And what is the reality? The training of talents can't keep up with the speed of job-hopping; The cultivation of talents can't keep up with the development of enterprises. The reason for this is the following：

1. Many enterprises have not released it? Cultivate talents? As an index to evaluate the effectiveness of managers;

2. Managers have no awareness of cultivating talents and do everything by themselves;

3. Managers have no time to train talents;

4. Managers don't know how to train talents, and the methods are improper.

Challenges faced by managers today

Today, the development of information technology and the rapid popularization of mobile Internet in China are changing our work, lifestyle and consumption habits. Even our values are in danger of being subverted.

All this is just as Drucker predicted in the Practice of Management: the new task puts forward higher requirements for managers' skills, knowledge, performance, sense of responsibility and integrity.

However, no matter how advanced the technology is, people have not changed. The reality is that we lack new people to undertake these arduous tasks.

How to train existing talents to undertake more arduous tasks?

The first premise of talent training is to choose the right person. What kind of talent is the right person? How to choose the right person? This is another topic. Based on nearly 20 years of experience in starting a business and serving domestic and foreign enterprises, as well as continuous study and practice, I have formed a set of ideas, strategies and methods for talent training. Ideas are the foundation. Ideas are untenable, and strategies and methods are castles in the air.

However, people are often looking for ways. Then, according to their own ideas of not updating, the east changed to the west, and finally it was unrecognizable. The conclusion is that this method is useless.

Is it really useless?

Bible Matthew:? No one patched new cloth on old clothes; Because the patched suspenders damaged the clothes, the damage was even greater. No one puts new wine in old leather bags; If so, the bottle will burst, the wine will leak out and even the bottle will break. Only by putting new wine in new leather bags will both be preserved. ?

So, before I introduce the method, please let me talk about the concept and strategy of talent training.

What is the concept of talent training?

First, achieve others and achieve yourself.

Mary Kay? Treat others as you want them to treat you. For the company's core values, it not only created the world's largest skin care cosmetics enterprise, but also changed the fate of countless women.

Kazuo inamori, the God of Japanese Business? Altruism? Is it the secret that he led Kyocera to be unbeaten for more than 50 years, and JAL moved from crisis to high profit? Amoeba protozoa The foundation of successful replication. Our China culture is willing to give up, Lao Tzu's? If you want to take it, you have to give it first? Can you say yes? Achieve others, achieve yourself? Another way of saying it. Therefore, whether you are forced or willing to cultivate talents, only by helping employees grow can the enterprise continue to grow.

You may ask, do you still need to cultivate what has been dug up?

What you want to ask at this time is not whether you need training, but why are my employees so easily poached? What the hell went wrong? Regrettably, some enterprises blindly accuse young people of lacking gratitude and loyalty in the case of continuous employee turnover. But I don't know how to find the reason from myself and see if I have done anything wrong. Not all young people are like this. If your enterprise attracts a group of ungrateful and disloyal employees, then you need to ask yourself: Is there anything wrong with my recruitment and selection? If these people were not like this when they joined the company, what did my company do to make them like this? Moreover, is gratitude and loyalty necessarily related to making high performance and creating value for enterprises? Only by asking yourself the right questions can you find out the truth.

Secondly, I believe that everyone has his talent, and people's success depends on giving full play to their strengths rather than constantly correcting their shortcomings.

In the past, we thought that people could do better only by constantly making up for their own shortcomings. For their own strengths, it is often not the same thing. What is the result? We will find that no matter how hard we work, although we have made progress, what others can easily do is still very difficult for us. However, our original advantages have rusted because of long-term neglect.

Drucker's Effective Manager and Gallup's book "First of all, break all conventions" written after 25 years of interviews with more than 80,000 excellent managers and 6,543.8+0,000 employees all share the same employment philosophy: give full play to employees' strengths, learn from each other's strengths and make up for the impact caused by deficiencies.

I often hear some young people say? I have no special skills. This is not right. Everyone has his own talent, but he just hasn't found it. Many studies show that each of us has an average of 500 to 700 different skills and talents. For example, the human brain can store1000 trillion pieces of data and can process 15000 decisions in one second.

There are still many people who think they know what they are good at, but what they know is wrong. There are also many young people who not only don't know what their specialty is, but also don't know what they want to do. Whenever I ask, what kind of job do you want? They will tell me. Relax, no pressure, good income. However, there seems to be no such job. ? Then let me add: Seeing others studying, I also want to learn something. But I don't know what to study, and I can't lift my spirits. ? Some boys can't help crying when they tell me about the experience that their parents left their homes in the greenhouse created to prove themselves, but they were cheated everywhere. Finally, it is impossible to have real friends in today's society, and everyone will only use each other. Every time I hear this, I will use the coach's questions to guide them to think about what they want to be. What kind of future do you want to create?

It is gratifying to see them find their direction and strength again. But my personal strength is limited after all. Therefore, I think the direction of talent training is not only professional skills, but also to guide people to discover and develop their own strengths, break through their inner self-limitation and walk on the right path.

Talent cultivation strategy

Use? Core employees? Strategies for cultivating talents.

Why?

The resources of any enterprise are limited. As a manager, the time in his own control is limited, and he has no energy to allocate time to employees on average for training. Isn't it necessary to train all employees? Useless? Core employees? The essence of strategic talent cultivation is to grasp and cultivate by using the 28 th rule? Core employees? , let them become? Fire? , ignite more employees. While igniting others, what about fire? I'm stronger, too. The essence is to use the method of layer-by-layer replication to leverage, accelerate the cultivation of talents, and promote the performance of the whole team and personal promotion.

You may ask who are the core employees? It is an internal talent who can help enterprises survive and live longer. We can be defined as middle and senior managers, scientific researchers who master the core technology of enterprises, front-line salespeople who master important customers of enterprises and special technical talents. Different enterprises, different stages of development, the division of core employees is changing. Enterprises should determine who are the core employees according to their own industries and specific conditions. Generally speaking, it can be considered from three aspects:

1. Apply Principle 28: Who are the 20% people who create 80% value for the company?

2. Do you agree with the core values of the company?

3. Is it difficult to be replaced?

Personnel training methods

There are many ways to cultivate talents, each with its own reasons. No matter what method, the effect of practice is the only criterion to test its effectiveness. Popular in Europe and America, I have been practicing and popularizing four methods:

1. Simplify and systematize tasks;

2. Training with a coach? Fire? ;

3. More posts for one person;

4. Walking management.

The methods here are all on-the-job training, but this does not deny the role of off-the-job training. Today, I will focus on the first method: simplifying and systematizing the work tasks. How to operate other methods will be shared later.

Simplify and systematize work tasks.

I didn't invent this method. Drucker said it in the Practice of Management published by 1986? Future managers? At that time, it was clearly pointed out that there is only one answer to how to complete a brand-new task with the same person, and the task must be simplified.

How to do it specifically?

It is to record the steps of how you complete a task: what to do in the first step, the second step, the third step and so on. Then constantly analyze which steps are necessary, which steps are unnecessary, and which steps can be done faster and more effectively. So constantly optimize and form a systematic way of doing things. In technical terms, this process is actually process and knowledge management. For example, from 200 1, I trained my cousin to help me manage the company. By 2003, I went abroad to study, and she ran the company independently without any problems.

We are a small trading company, producing imported printing materials and then selling them to manufacturers. We need to repackage some products. This involves customization of packaging materials and printing of trademarks. In order to save costs, some trademarks of small batch products are printed instead of models. In order to ensure the quality of products, we must carry out our own inspection and color coding for each batch of goods. My cousin only has a junior high school education. I sent her out to learn computer typing. Then from ordering, sub-packaging, warehousing to delivery, collection, warehouse inventory management, customer follow-up, and even trademark printing, basic computer, printer, copier maintenance and so on. I trained her very well. I went abroad to study for a year and a half, and under her management, none of my clients lost. The turnover remains stable, which is exactly what I expected.

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