Research On Optimization Of Z Company's Talent Echelon Construction

Personnel refers to those who have certain professional knowledge or special skills,carrying out creative work and make contribution to society,those workers with higher ability and quality in human resources.The so-called talent echelon construction is when the present talent is playing an important role,while training the successors of this group of talents,different levels of talent group have been formed,as if standing on a ladder with high or low,which can be vividly called echelon.Strengthening the construction of talent echelon is of great significance for training and selecting talents,ensuring the realization of enterprise strategy,enhancing the competitiveness of enterprises in the market,establishing and improving the management methods of talent echelon,forming an effective mechanism of talent flow,providing basis for personnel decision-makingWith the reform of state-owned enterprises,Z company's human resources unable to keep up with the needs of market development,and the echelons of talent can not fully competent for work,meanwhile the frequent flow of talent,the lack of talent reserves,the risk of no succession after the loss of core talent.Although it puts forward the requirements of cultivating talents such as "seizing key minorities" and"building leading talents",however,the personnel of each echelon are still in a state of wandering,their works are not supervised,and their work results are not as good as estimate.Z company tries to train and evaluate the main managers and technicians in order to build a professional technical team.However,the training effect is not obvious and the assessment has not been implemented.Competition in the market is waiting for nobody,it is of great significance for the steady development of Z Company to quickly organize the team and work out an effective talent echelon construction planIn this paper,through the analysis and research on the current situation of human resources in Z company,according to the human capital theory,iceberg model theory,personality development theory and competency quality model of talent echelon construction,combining the actual situation of the company,making detail research on the ladder design,training approaches and working measures of talent echelon construction.Meanwhile,closely related to the organizational of personnel policy,salary and other issues,put forward the optimum plan for the construction of seven talent echelons,including the company's leadership team,functional department managers,project managers,leading professionals,skilled personnel,labor service personnel and new staff,promote the overall development of human resources,and actively build a large number of reasonable layout,which can achieve generational inheritance of talent team.