Research On The Construction Of Talent Echelon In G Energy Company

With the global interconnection,the arrival of the knowledge economy,the continuous innovation of Internet and intelligent technology,and the upgrading of industries,the competition among enterprises and for talents acquisition has become more and more intense.When enterprises face the difficulty of recruiting and integration of “airborne”,they need to form effective talent development and management mechanisms for human resources,and gradually form high-strength talent echelons.Energy Company G is a large private energy group with annual revenue of more than 100 billion RMB.After 29 years of rapid development,it currently has 4 listed companies(A shares,H shares)with nearly 25,000 employees globally.In recent years,as the Energy company G's rapid development and international expansion,the requirements for the talents quality and effectiveness of talents allocation are getting higher.With existing talents aging problem,unreasonable talent structure and the shortage of high-level talents problem have become more prominent.The problem of talent echelon construction has gained the attention from company's top management.This paper analyzes the construction of echelon talent team at home and abroad,and uses the combination of quantitative analysis and qualitative analysis to systematically study and demonstrate the ideas and methods of the Energy Company G 's talent echelon construction.Through combing and analyzing the internal and external environment and personnel structure faced by the Energy Company G,its competency model is constructed,the methods,standards and processes for talent echelon selection and the unique talent training paradigm are also constructed.Based on the competency model,this paper forms a team's talent echelon construction in the direction of the group's development strategy,the future talent team training,use,incentive construction plan.This paper also carries out active research and exploration on the incentives of the echelon talents.It is different from traditional incentive methods such as employee promotion,salary incensement,and talent rotation,and incorporates innovative methods such as partner mechanism.It promotes the Energy Company G's continuous breakthroughs and innovations in the field of human resources,activate talents,and enhance the core competitiveness of the organization.Therefore,this paper is a verification study on the construction of talent echelon and the actual application to the process of the Energy Company G's talent echelon construction,not only stays at the theoretical level,but also has practical significance.Meanwhile,due to the particularity of the energy industry,the research results of this paper can be used as reference for the practice innovation of talent echelon construction in non-public energy enterprises.