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How to build a talent pool

Asked by: Ralph 121 views IT January 31, 2021

How to build a talent pool in security and cleaning related industries? What are the main channels for obtaining talent information?

1 Answers

  1. +8Votes  

    How to build a talent pool

       Establish a corporate talent pool plan
      As far as the development of the enterprise is concerned, talents are the first for a century-old plan. In order to adapt to the pace of healthy, orderly and rapid development of the enterprise, the talent strategy will inevitably mention the primary task of the enterprise’s century-old plan.
       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), namely, talent echelon. In addition, some companies also need to build a specialized and technical talent pool and reserve talent pool.
    If an enterprise hopes to establish a qualified talent team and always have suitable candidates when it needs talents, it must clarify the types of talents needed by the enterprise at present and in the future, and reasonably introduce, train and reserve from the society and the enterprise. Talents, and regularly evaluate and manage the employees that have been hired by the company, adjust and arrange the positions of talents, promote competent employees, and ensure that they are working in the most suitable positions to maximize their potential.
       Specific implementation measures:
       First of all, we must establish a good human resources management department, which is responsible for the recruitment, selection, placement, training, reward, comfort and retention of talents, and is responsible for confidentiality.
      Secondly, it is necessary to establish and improve corporate talent recruitment, training, assessment, rewards and punishments, and promotion mechanisms, and do a good job of talent reserve and in-service personnel management.
       In addition, establishing a corporate culture management mechanism, enriching the cultural life of employees, and enhancing corporate cohesion is also an important link in consolidating the stability of the corporate talent pool.
       At the same time, the corporate management department must do a good job in monitoring the implementation of the talent management mechanism to ensure the standardization of talent management.
      The talent pool should be a dynamic pool. Doing the following points can help the company’s talent echelon to continuously supplement and promote potential and capable employees to adapt to the company’s evolving talent needs.
       1. Establish and improve the talent recruitment mechanism
       The Human Resources Department should make a full-year recruitment plan based on the current and future needs of the company, and collect talent information through the Internet, job fairs, newspaper recruitment advertisements, and internal employee recommendations.
       According to the needs of employment in different periods, interview, screen and appoint the reserved talents.
    For outstanding talents who do not have job demand for the time being, save them in the reserve talent pool for future use to prevent talent gaps (when a certain position in the company is vacant due to business changes, previous promotion, retirement or resignation, etc. , To ensure that there are two to three suitable candidates to take over this position). Although such talents cannot be employed in the company for the time being, the person in charge of the human resources department needs to contact him at least once every two months to communicate with him about the development of the company and obtain the latest contact information of the other party.
       Create a magnetic field of corporate talents and promote the corporate image of recruiting talents in order to attract outstanding talents.
       2. Establish and improve the staff training mechanism, namely the talent training mechanism, to help employees grow into talents in the enterprise
       According to the current situation and future development trends of the company, develop training materials suitable for the company.
       According to the different characteristics of each employee, a targeted group training plan is made, and employees who are likely to be promoted in the company are arranged to participate in the training to fully explore their potential and help them adapt to the needs of higher positions.
       Make a talent incentive training plan to help employees recognize and agree with the development prospects of the company, realize their importance and development in the company, fully mobilize employees’ enthusiasm for work, and improve work efficiency and enthusiasm.
       Work skills training plans are made to help employees improve their work styles and methods and make them more mature.
      3. Establish and improve employee evaluation mechanism
       Formulate corporate employee code of conduct and job responsibility system, and employees must strictly implement it;
      Using various performance management tools to conduct comprehensive evaluations, regularly assessing the performance of employees, and recording them in the files of in-service employees as the basis for rewards and punishments. The assessment items should include:
      ? Employee performance appraisal
      ? Staff work attitude assessment
      ? Staff quality assessment
      ? Staff developability assessment
      ? Comprehensive assessment of employees (IQ, EQ, maturity, psychological quality, behavior style, etc.)
      4. Establish and improve the promotion, reward and punishment, elimination mechanism
      According to the results of employee assessment and the needs of corporate development, we put excellent employees in higher positions for practical training, and they can be promoted further when the conditions are ripe. This can enable employees to have better development in the company, fully mobilize their work enthusiasm and enthusiasm, and also help companies to carry out their work better;
      Establish an employee survey and evaluation mechanism, encourage outstanding employees to recommend themselves or recommend each other, and challenge higher positions;
      For employees with poor performance, actively do ideological work and help them have better work performance;
       For employees with poor working attitudes and incompetence, terminate their labor contracts as soon as possible.
       5. In-service personnel management mechanism (talent echelon)
      In principle, the on-the-job employees will be evaluated every six months to reserve and select talent teams for the three-tier team of the enterprise.
       Communicate with grass-roots staff once a quarter to understand the other side’s ideological status and inform the other side of the company’s latest situation in time, so as to reassure them;
       Select employees with excellent performance and better overall quality from the grassroots talent pool, transfer their data to the talent transfer station, and transfer their data to the middle and high-level talent pool as candidates;
       For personnel who have changed during their employment, their information shall be deleted from this database in time and their vacancies shall be filled in time;
       Add new information to the reserve talent pool every month, select more suitable reserve personnel, and ensure that there is no gap in talent;
    When there is a job transfer, in line with the principle of giving priority to the development of internal employees, the internal employees with excellent performance and development potential will be assessed together with external new recruits. In the case of similar assessment results, internal employees will be promoted first , So that the in-service personnel can see their own development space in the enterprise and mobilize their enthusiasm.
       6. Establish corporate culture management mechanism
       By celebrating employees’ birthdays, organizing employees to participate in outreach training, excellent employee travel rewards, employee parties, etc., enrich employees’ spare time, build a corporate culture atmosphere, and enhance corporate cohesion.
    Because outside of working hours, each employee can show his truest self, which helps the leader of the company or the HR department to better understand each employee, and it can also make the employees feel closer to the company and be more dedicated to their jobs. .
       Talk to 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 the company.
      7.HRM (Human Resource Management) software
    According to the needs of the enterprise, customize HRM software and carry out programmatic management through the software, which can ensure the scientific and programmatic management, greatly save manpower, and facilitate the handover work (even if there are changes in the human resources department, other people are easier Take over). The general content should include:
      ? Talent recruitment system: Candidates submit application information through the corporate website and directly write it into the candidate’s talent file in the corporate talent information database. Those who pass the interview will transfer their information to the corresponding talent pool; those who fail the interview will be Delete its information from the archive.
      ? Talent classification system: The system sets the classification of the talent pool: high-level talent pool, middle-level talent pool, grass-roots talent pool, reserve talent pool (according to the needs of enterprises, professional and technical talent pools can be added). The talent information in each pool can be freely transferred to other talent pools.
      ? Training system: make and store training materials, record the list of employees participating in the training, and record them in the employee files together with the training content, and call them at any time.
      ? Talent appraisal system: According to the appraisal standards established by the company, the staff’s work performance and attitude are assessed for a period of time, and the appraisal results are recorded in the staff’s files and called at any time.
      ? Reward and punishment system: reward or punish employees based on the results of employee assessment, and directly record the reward and punishment results in the employee files, and call them at any time.
      ? Promotion system: According to the performance of employees and the needs of the company’s position, employees with outstanding performance are promoted. 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 good suggestions from employees on corporate management, encourage employees to recommend themselves or recommend each other, and mobilize employees’ enthusiasm for work.
      ? Other functions: such as employee birthday reminder, corporate activity picture display function, employee cultural field (excellent articles, personal experience, etc., rewards for outstanding people)
    With particular emphasis on:
       1. It is recommended that the application materials be submitted through the corporate website and filled out in accordance with the prescribed form so as to be directly deposited into the corporate talent pool without the need for staff to re-enter, saving office time and expenses.
    2. The solidity of the talent pool is not just an administrative or personnel issue. The personnel department alone cannot take on the important task of talent training. Senior leaders must invest considerable energy in this area, and make corresponding instructions according to the enterprise development plan, and the personnel department is responsible Implement.
      3. Talents must be trained for the future needs of the company, and training cannot be focused on the present or even the past. It is far from enough to analyze history to find out the factors of past success. Long-term strategic thinking and planning are required to cultivate corresponding talents according to the strategic needs of the enterprise.
      4. Separate the training budget from other projects. Even if the company needs to cut expenses, the training budget still needs to be retained. 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 should not be confused. Ordinary employees are recruited only when there is a real demand for positions, while outstanding talents are different. Companies that truly understand meritocracy, even when there are no vacancies, will still open their doors to outstanding talents.
       6. Elimination mechanism is a necessary part of enterprise talent management. This is a relatively impersonal thing, but there is no other way to do it, otherwise it will have a bad impact on the entire talent team.
    The enterprise talent pool is a dynamic database. The same employee may be suitable for different positions in different periods of enterprise development, and needs to be promoted or changed in a timely manner; and when there are changes in each position, there must be suitable candidates to quickly fill in. on.
      Only by firmly taking this as the core to recruit, reserve, train and retain talents can the company’s century-old plan truly have sufficient talent protection!

    Scott James- January 31, 2021 |