| With knowledge and technology changing with each passing day,and the increasingly fierce competition in the market,the quantity and quality of talents,as the fundamental driving force for the realization of sustainable development,are particularly important for an enterprise to be in an invincible position.The competition between enterprises,in the final analysis,is the competition of high-quality talents.In the current society where talents flow frequently,Enterprises who want to improve their competitiveness and maintain their market position,must have a complete talent echelon management system.The L Company is a leading enterprise in agriculture and forestry that has been established for nearly 20 years.Along with many times of business reorganization,a large number of outstanding backbone talents are constantly leaving,the company is facing a big crises: Management team has no good successor,core talent management experience is lacking,and the backbone talent has not yet grown up.Besides,due to the heavy burden of their own history,the low level of educational background of employees seems increasingly prominent,which seriously hinders the sustainable development of the company.Therefore,during the opportunity period of the rapid development of agriculture and forestry,how to strengthen the talent echelonconstructionandimprove the core competitiveness of enterprise,has become the urgent task of talent management in L Company.In the meantime,the study on Talent Echelon Construction based on competency Model,has important theoretical and practical significance for the sustainable development of the L Company.In this paper,it takes the agricultural and forestry leading enterprise L Company as the specific research object,based on the analysis of the overall human resources and the current situation of Company's echelon construction,identifies the main problems and aspects to be improved.After a further analysis,it builds a competency model for mid-level managers which is suitable for L company,then based on this competency model,it determines the corresponding qualification system and reserve talent resource base,in order to optimize the talent echelon construction.Then it puts forward operational countermeasures in the aspects of talent selection,training,use and management,etc.so as to realize the optimization of talent echelon in L Company.The thesis is divided into six parts.The first part is the introduction,which describes the background,significance,theoretical review and research content of the research.The second part is the theoretical basis of the research,mainly expounds the theory of talent echelon construction and competency model theory.The third part expounds the necessity and urgency of the construction of talent echelon based on competence in the middle managers of L Company.The fourth part mainly discusses the construction of talent echelon construction system based on competency.The fifth part,based on the competency model of the mid-level managers of company L,expounds the supporting management countermeasures of talent echelon construction from four aspects.The sixth part is the conclusion and prospect.This paper tries to set out from the reality of Company L,integrating the theory and practice of talent echelon construction and competence model,aiming at the problems of talent team in enterprises,explore the effective solutions.At the same time,the L Company is a leading enterprise in agriculture and forestry industry,which develops rapidly and is in the mature stage.This paper makes a beneficial exploration on the optimization of its talent echelon construction,its conclusion is of great reference value in the industry,and also provides some inspiration for other enterprises with similar problems of talent echelon construction. |
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