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人才打造任重道远(Talent construction is a long way to go)
人才打造任重道远(Talent construction is a long way to go)
In recent years, the domestic industries have advocated and implemented a talent project plan, set up from the enterprise internal training center, to a group of grassroots cadres learning and training system of the enterprise; from a direct introduction of colleges and universities from the management or technical personnel, to a group of young management cadres to be promoted, all reflected in domestic enterprises to strengthen the talent to make snap. This wonderful sight is a great inspiration for every person with lofty ideals in china. So, how to take the east wind, the domestic enterprises to build talent perseverance, effectively carry on? I would like to discuss a little bit of ideas, so as to play a role in attracting peoples attention.
When it comes to the construction of talents, we should start with personnel management. In fact, we should start with human resource management. As early as the middle of the 90s, many Chinese enterprises have begun to introduce the concept of human resource management, and put them at the same height as the management strategy. For example, Haiers HUAWEI racing mechanism, value evaluation and assessment system of Hengyuanxiang talent strategy etc.. Many facts show that their change of ideas has brought them great rewards. At the same time, the fact is further confirmed, from the emphasis on the management of things to the importance of human management, is an epoch-making progress in the field of management. It has become an important component of the advanced management thought to take people as a special resource to make the organization survive, develop, and always be full of vitality and vitality in the fierce competition. However, from the current situation of human resource management occupies a large market half of the countrys small and medium enterprises, enterprise personnel work is still in the original single work in the primary stage, limited to the human reso
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