九乡新闻网莫离莫弃:Win-win, integrated talent management
来源：百度文库 编辑：九乡新闻网 时间：2024/05/03 01:56:28
Win-win, integrated talent management
With the above;
Now business people, is not in accordance with the number of people under you to show that this is a crucial position, but will focus on the future of this position, what can enterprises View.
Explore multi-level key personnel
So, I think the face of globalization, internationalization, business leaders need to have the ability to think globally and characteristics are:
1. Intellectual Capital:
Leaders to have a sensitivity to the global market, simplify the analysis of power, the global political and economic insight.
2. Psychological Capital:
Leaders embraced diversity, to be able to enjoy the ultimate adventure challenge, self-affirmation to show toughness.
3. Social capital:
Leaders must be able to cross-cultural empathy, the influence of interpersonal networks, social integration of communication power.
Diverse activities to identify key personnel
"The rose" is the way most companies nurture talent. Effective way to evaluate how the use of talent? Through the "Development Center" (Development Center) to identify key personnel, estimated their true functions, characteristics and future potential.
Development center that is integrated through a series of diverse and scenario simulation, testing and interviews behavior monitoring activities, and rigorous assessment process to identify key personnel required for the company.
Development Centre into the implementation of these steps:
1. Pre-prepared:
The main work of this phase of building the core functions of the multi-level framework for teacher training in assessment, communication meetings for participants to design "development center" related activities.
At this point, companies need to re-confirm the future, the long-term needs talent core architecture, depending on the organization and employee contribution levels of different ways for setting different standards of conduct. For example, executives are reached by strategic contribution to the organization; leadership of middle managers through others, to contribute to organizations ... ....
Capacity of 2.180 ~ 360 ° feedback:
The main work of this phase of key personnel to complete the Internet capacity of 180 degrees to 360 degrees feedback. (This step Visible Enterprise requirements.)
3. Development Center activities:
The main stage of multiple activities for the design of human capacity assessment, such as: behavioral event interviews, group discussions, case presentations, basket training, leadership style assessment, etc.
On the functional point of view, an important development center's mission is to choose the right person. But in practice, people are very complex, not with one, two ways, you can achieve the purpose. Must be repeated through the design of various activities of an ability test Caixing key personnel. Activities to the behavioral event interviews, mainly on interviews by the critics, and interviews to be specific issues such as what happened, do, what his ideas, and then to predict the behavior of capacity by the critics.
Group discussion activity is sometimes no pre-leadership, to observe what the members of the leadership by the critics who have the ability, which no; basket training activities (In-basket exercises) is the charge of dealing with file processing mimic reality, we observed Comments are the daily management. Due to the early marking a very important document is one of the competent, it is by critics to be more complex requirements of e-mail, to assess the daily management.