How to establish and effectively use the talent pool scheme? Thank you, and God bless you.

For the development of enterprises, talents are the first. In order to adapt to the pace of healthy, orderly and rapid development of enterprises, talent strategy must be mentioned as the primary task of enterprises in the past century. Generally speaking, the talent pool structure of an enterprise should be divided into three levels (high-level talent pool, middle-level talent pool and grass-roots talent pool), that is, talent echelon. In addition, some enterprises need to establish professional and technical talent pool and reserve talent pool. If an enterprise wants to establish a qualified talent echelon, there will always be suitable candidates when it needs talents. It must be clear about the types of talents it needs at present and in the future, reasonably introduce, train and reserve talents from society and enterprises, regularly assess and manage its employees, adjust and arrange the positions of talents, and promote competent employees to ensure that they work in the positions that suit them best and give full play to their potential. Specific implementation measures: First, we should establish a good human resources management department, which is responsible for the recruitment, screening, placement, training, reward, appeasement and retention of talents, and is responsible for confidentiality. Secondly, it is necessary to establish and improve the mechanism of talent recruitment, training, assessment, reward and punishment and promotion in enterprises, and do a good job in talent reserve and on-the-job personnel management. In addition, the establishment of corporate culture management mechanism, enriching the cultural life of employees and enhancing corporate cohesion are also important links to consolidate the stability of corporate talent reserve. At the same time, the enterprise management department should supervise the implementation of the talent management mechanism to ensure the standardization of talent management. The talent pool should be dynamic. Doing the following well can help the talent echelon of the enterprise to continuously supplement and upgrade the potential and capable employees and meet the continuous development of the talent demand of the enterprise. 1. Establish and improve the talent recruitment mechanism. The human resources department should make an annual recruitment plan according to the current and future needs of the enterprise, and collect talent information through the Internet, job fairs, newspaper recruitment advertisements, and internal staff recommendations. According to the needs of different periods of employment, the reserve talents are interviewed, screened and appointed. For outstanding talents who have no job demand for the time being, they should be stored in the reserve talent pool for future use, so as to prevent talent gap (when a position in an enterprise is vacant due to business changes, predecessor promotion, retirement or resignation, two or three suitable candidates are guaranteed to take over the position). Although such talents can't work in the enterprise for the time being, the person in charge of the human resources department needs to contact at least once every two months to communicate with them about the development of the enterprise and get the latest contact information of the other party. Create a magnetic field for enterprise talents, publicize the image of attracting talents and attracting talents, so as to attract outstanding talents. 2. Establish and improve the employee training mechanism, that is, the talent training mechanism, to help employees grow into talents in the enterprise. According to the present situation and future development trend of the enterprise, the training materials suitable for the enterprise are formulated. According to the different characteristics of each employee, a targeted group training plan is formulated, and employees who may be promoted in the enterprise are arranged to participate in the training, so as to fully tap their potential and help them adapt to the needs of higher positions. Develop a talent incentive training plan to help employees recognize and agree with the development prospects of the enterprise, realize their importance and development in the enterprise, fully mobilize the enthusiasm of employees, and improve work efficiency and enthusiasm. Make a job skills training plan to help employees improve their working methods and means to make them more mature. 3. Establish and improve the employee assessment mechanism, formulate the enterprise employee behavior norms and post responsibility system, which employees should strictly implement; Use various performance management tools to conduct all-round evaluation, regularly assess the performance of employees, and record them in the files of on-the-job employees as the basis for rewards and punishments. The assessment items should include: employee performance assessment, employee work attitude assessment, employee quality assessment, employee development assessment, and employee comprehensive assessment (IQ, EQ, maturity, psychological quality, behavior style, etc.). 4. Establish and improve the promotion, reward and punishment and elimination mechanism. According to the results of employee assessment and the needs of enterprise development, excellent employees will be put into higher positions for practical training, and they can be further promoted when conditions are ripe. This will enable employees to develop better in the enterprise, fully mobilize their enthusiasm and enthusiasm for work, and also help enterprises to carry out their work better; Establish an employee survey and evaluation mechanism to encourage outstanding employees to recommend themselves or each other and challenge higher positions; For employees with poor performance, actively do ideological work to help them have better work performance; For employees with poor work attitude and insufficient ability, terminate the labor contract with them as soon as possible. 5. On-the-job personnel management mechanism (talent echelon) shall, in principle, assess on-the-job employees once every six months to reserve and select talent teams for the three-tier echelon of enterprises. Communicate with grass-roots employees once every quarter to understand each other's ideological situation and inform each other of the latest situation of the enterprise in time, and do a good job of ideological comfort; Select employees with excellent performance and good comprehensive quality from the grass-roots talent pool, transfer their data to the talent transfer station, and transfer their data to the middle and senior talent pool as candidates when necessary; For the personnel who have changed during their employment, delete their information from the library in time and fill the vacancy in time; Add new information to the reserve talent pool every month, select more suitable reserve personnel, and ensure that talents are fault-free; When there is a job transfer, in line with the principle of giving priority to the development of internal employees, employees with excellent internal performance and development potential will be assessed together with newly hired external candidates. In the case of similar assessment results, internal employees will be promoted first, so that on-the-job employees can see their development space in the enterprise and mobilize their enthusiasm. 6. Establish a corporate culture management mechanism to enrich employees' spare time life, create a corporate culture atmosphere and enhance corporate cohesion by celebrating employees' birthdays, organizing employees to participate in outward bound training, rewarding outstanding employees for traveling, and getting together with employees. Because after working hours, every employee can show his true self, which helps the leaders of the enterprise or the human resources department to better understand each employee, and also makes employees feel closer to the enterprise and more dedicated to their work. Have a heart-to-heart talk with employees, better grasp the psychological dynamics of employees, effectively help employees solve problems, make employees feel warm, and increase their determination to develop together with enterprises. 7.HRM (Human Resource Management) Software Customizes HRM software according to the needs of enterprises, and carries out programmed management through the software, which can not only ensure scientific and programmed management, but also greatly save manpower and facilitate the handover of work (even if there are personnel changes in the human resources department, it is easier for others to take over). The general contents should include: talent recruitment system: candidates submit their application information through the enterprise website and write it directly into the candidate files in the enterprise talent information database. Those who pass the interview will transfer their information to the corresponding talent pool; Those who fail the interview will be deleted from the candidate file. Talent classification system: the system sets the classification of talent pool: senior talent pool, intermediate talent pool, grass-roots talent pool and reserve talent pool (professional and technical talent pool can be added according to the needs of enterprises). The talent data in each database can be freely transferred to other talent pools. Training system: make and save training materials, record the list of employees participating in training, record it in employee files together with the training content, and call it at any time. Talent assessment system: according to the assessment standards formulated by the enterprise, the performance and attitude of employees are assessed for a period of time, and the assessment results are recorded in the employee files and can be called at any time. Reward and punishment system: reward or punish employees according to the assessment results, and the reward and punishment results are directly recorded in the employee files and can be called at any time. Promotion system: employees with outstanding performance are promoted according to their performance and job requirements, and the system can transfer their data from the original talent pool to the new talent pool for storage. Employee feedback system: collect employee feedback information regularly, absorb employees' good suggestions on enterprise management, encourage employees to recommend themselves or each other, and mobilize employees' work enthusiasm. Other functions: such as employee birthday reminder, enterprise activity photo display function, employee cultural park (excellent articles, personal experience, etc. And rewards for outstanding people). Special emphasis: 1. It is suggested that the application materials should be submitted through the enterprise website, filled in according to the prescribed form, and directly stored in the enterprise talent pool, without the need for staff to re-enter, saving office time and expenses. 2. The stability of the talent pool is not only an administrative or personnel issue, and the personnel department alone cannot shoulder the heavy responsibility of talent training. Senior leaders must put considerable energy into this aspect and make corresponding instructions according to the enterprise development plan, which will be implemented by the personnel department. We must cultivate talents according to the future needs of enterprises, not just focusing on the present or even the past. It is not enough to find out the elements of past success only by analyzing history. We should have long-term strategic thinking and planning, and cultivate corresponding talents according to the strategic needs of enterprises. 4. Separate the training budget from other projects, even if the enterprise needs to cut expenses, the training budget still needs to be kept. Talent is the foundation of enterprise development, and a good training mechanism is the cradle of talent. 5. Recruiting outstanding talents and recruiting ordinary employees cannot be confused. Ordinary employees will only recruit when there is a real job demand, but outstanding talents are different. Enterprises that truly know that talents are useful will still open their doors to outstanding talents even if there are no vacancies. 6. The elimination mechanism is a necessary part of enterprise talent management, which exists objectively, but there is no other way, otherwise it will have a bad influence on the whole talent echelon. Enterprise talent pool is a dynamic pool, and the same employee may be suitable for different positions in different periods of enterprise development and need to be promoted or changed in time; When there are personnel changes in each position, there must be suitable candidates to fill them quickly. Only by firmly taking this as the core to recruit, reserve, train and retain talents can the enterprise's century-old plan really have sufficient talent protection!