Introduction: Talent is the first capital of an enterprise. ? International competition, in the final analysis, is the competition of comprehensive national strength, the key is the competition of science and technology, and the essence of the competition of science and technology is the competition of talents. ? With the continuous development of socialist modernization and the continuous progress of science and technology, the market competition is becoming more and more fierce, and the requirements of enterprises for the quality of talents are getting higher and higher. The competition in market economy is finally reflected in the competition for talents. Whoever has a high-quality talent team will have a foundation for success. Therefore, it is imperative to strengthen talent management as the core of enterprise management innovation. Efficient talent management methods
1. Promote? Free time? And flexible telecommuting mechanism
Almost every company needs to make improvements in productivity, creativity and successful innovation. Although many companies now offer flexible working hours, what are the arrangements? Free time? The mechanism of thinking and innovation is more effective. Companies like Google and 3M to provide? Free time? And the reputation is out there, which Google provides? Free time? Up to 2% of the total working hours. The more common choice is to let employees work remotely, or to adopt a flexible work schedule system, so that employees can decide the most suitable time and place for productivity. As the next generation of employees begin to expect? Flying trapeze? Flexible working system is becoming more and more important. Research shows that when high-performance employees are allowed to control their work schedules, productivity and innovation rate have greatly improved.
2. Find out the bad managers
Managers supervise the biggest factor of variable costs in most organizations? Labor costs? It accounts for 6% of the variable expenses on average. Managers' actions will affect innovation, productivity and employee development, which will greatly affect the return on investment of the organization. Unfortunately, bad managers are not uncommon, and such people rarely hire top employees or innovators. To avoid the risks brought by bad managers, the best way is to set up a project to identify bad managers, also known as leadership effect or personal dignity rights investigation. This kind of survey can find bad managers according to their actions and performance. Once found, the organization can take measures to correct, replace or mobilize the problem managers.
3. Manage the factors that affect productivity
Many managers just don't understand how to improve productivity effectively. Most of them think that improving productivity means increasing work intensity, extending working hours and making employees like themselves more, but the key to improving productivity often lies in employees' skills, enthusiasm and removing work obstacles. Teaching managers to master the 2 factors that have the greatest impact on productivity and providing simple tools to deal with them one by one can significantly improve performance. These 2 factors that affect productivity include management skills, conveying clear objectives, continuous learning/sharing knowledge, adjusting incentives and rewards, widely accepted performance indicators, correct timing of implementation, priority of resources, free two-way communication, cross-functional cooperation, availability of correct tools, data-based decision-making methods, quality of input elements and broader team ability.
4. remove the obstacles to productivity
finding out the factors that limit productivity and eliminating them is one of the most influential talent management measures that organizations can take. Talent management experts should start as internal productivity consultants and make a process to find out the real factors that hinder production. Talent management experts can find many conflicting factors, outdated policies, neglected links in resource allocation, outdated organizational design and daily abuse in the system through employee surveys and focus groups. The premise of judgment is very simple and effective, just ask:? If we have to improve productivity tomorrow, what factors will prevent our current team from achieving this goal? Of course, it may be mixed with some office politics, but according to past experience, most of these problems are easily solved and extremely basic conflicts.
5. Use incentives other than money
Most people will think that employee incentives are an important factor that can promote/hinder productivity, and all incentives are not linked to salary. It is a pity that any department in the human resources function rarely provides incentive schemes other than money. In the long run, only paying attention to financial incentives is costly and ineffective. Smart organizations have used the power of the system to promote productivity by using non-monetary factors such as recognition, appreciation and feedback. Let the employees finish first? How to manage me? File, and then let managers use the file, and give incentives to different people, such as adjusting the frequency of feedback and increasing social interaction, which is the successful incentive. In the past, the early stage of using customer relationship management (CRM) technology to manage employee experience proved that the system used to ensure customer enthusiasm (repeat business with buyers) and loyalty can also be used on employees.
6. Provide promotion according to job challenges
If your engagement survey tells you about the fairness of promotion, you may already know that this is a big problem in almost every organization. Most promotion processes are completely subjective, and team members often feel that the promoted candidate is wrong, which will greatly reduce productivity, employee retention rate and morale. One method that is extremely effective is to promote employees according to their performance in the competition, such as setting a series of challenges according to the job responsibilities that need to be completed. If team members inside and outside the department are interested in fighting for a position, let them participate in the competition. Employees who feel that they have no chance to give full play to their talents can also take this opportunity to show their talents. Doing so can also let employees know clearly that doing the best job is the only factor to consider when promoting employees. Past cases have proved that this promotion method can bring up excellent job candidates, have a positive impact on employee brands and improve productivity. You can also consider asking employees to raise objections when they feel that the promotion is unfair.
7. Support the sharing of best practices
Talent management does not need to create new tools or methods to add value. In larger companies, most of the time, best practices have been quietly implemented in a certain functional department or business unit. What if some mechanisms can be formulated to discover best practices and? More advanced? Practice and popularize it quickly and effectively in the organization can achieve immediate results. For example, internal wikis use the Wikipedia model that many people are already familiar with to share best practices and information quickly. Practice communities, consultants' guides and internal social network site also help to spread practices and alert other employees to upcoming problems.
8. measure and reward excellent people management
managers are the main delivery channel of human management process, but too many managers fail to take the responsibility of people management seriously, and they rarely invest enough time in it. One way to attract managers' attention effectively is to measure, report and reward outstanding personnel management achievements. At present, only 39% of companies will reward managers with outstanding talent management achievements, even if HR has? Have? All the key elements (including performance management, performance evaluation, ability management and reward system) required by the reward process are introduced. ? Work that can be measured, reported and rewarded-it will be completed fastest and best. ? Implementing the personnel management scorecard system and using the quarterly results to reward managers who have successfully completed their work can greatly improve the personnel management results.
9. Providing the integrated talent management solution that managers want
The problems faced by managers involve many levels, and many different talent management functions need to contribute at least part of the solution. Unfortunately, the solutions provided by most talent management teams are fragmented and irrelevant. Managers certainly prefer to have integrated solutions. Talent management must strive to integrate different talent management functions and provide comprehensive rather than fragmented solutions.
1. Find out? Redundant personnel?
Enterprises often suddenly find that they have a surplus of employees, and then they are forced to lay off employees. A more ideal approach is to regularly evaluate the manpower of the overall and important business units to find out where there are too many employees. Enterprises usually look for surplus manpower according to the ratio drawn up in advance. The current index compares the per capita income of employees, the cost-benefit ratio of employees and the ratio of managers/employees with ideal values. Finding the problem of overstaffing in advance can give the talent management manager time to find possible solutions, so as to avoid layoffs as much as possible.
11. Create a story base
The rise of social networks and P2P media makes it easier for employees to play a greater role in building employer brands and job recommendation. ? True story? It is the most powerful and reliable way to spread organizational brands, but most organizations have not formulated any measures to discover, classify and share stories that should have a strong influence on talents. It is best for enterprises to formulate a process to collect the stories of employees and managers, and build a convenient call? Wonderful? Story library. Employees, managers and even the press can dig out the wonderful extraordinary stories of ordinary employees through this story library.