膨胀式发展的企业如何系统培养人才队伍（How does the expansion of the enterprise system train the talent team）.docVIP

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膨胀式发展的企业如何系统培养人才队伍（How does the expansion of the enterprise system train the talent team）.doc

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膨胀式发展的企业如何系统培养人才队伍（How does the expansion of the enterprise system train the talent team）

膨胀式发展的企业如何系统培养人才队伍（How does the expansion of the enterprise system train the talent team） A car and parts company is a large multinational company, with more than 30 subsidiary subsidiaries, and owns four categories of cars, suvs, pick-up trucks and MPV, and now has 500,000 vehicle production capacity. Since 2003, the company increased from 8000 employees to the present more than 30000 people, including the rd team of nearly 3000 people, senior management staff more than 500 people, has realized the personnel, the development with the expansion of the production, sales and benefits. In the next five years, the company plans to develop five new models per year, two new production bases, and 1.5 million new capacity in capacity planning. The enterprise is developing rapidly, the personnel ability, the talent team is not growing in line with the enterprise development. The talent training mechanism lags behind, the talent reserve is insufficient, the enterprise appears. There is no major in shu, liao hua as pioneer. Employment shortage: Some cadres promoted through the business have not brought high performance of the team, employees have complained, and the enterprise has abandoned the dilemma. The companys thousands of technical personnel, the implementation of the simple annual work salary, the seniority pay is high, a lot of young technical backbone to seek a way out; The technical talent is staring at the management position or the year is one year, the employee is negative emotional overflow, lack of passion, innovation is weak; The hot training has to go up, the money is willing to spend for the staff, but the result is very little, some training courses come down, the company is even more hectic; In such a context, the company began in the headquarters and the molecular companies try to qualifications system, in order to give employees career development guidance, motivation, and then to establish corporate strategic development of professional staff. After two