Research On The Construction Of Talent Echelons For Engineers Of S Garden Company

Undoubtedly,talent is the core competitiveness of enterprises.With the capital dividends and land dividends gradually fading out of the real estate market,and at the same time,the state has introduced various policies to curb the spread of the evil behavior of housing enterprise bubbles,and the development of the entire upstream and downstream industries has gradually entered a cooling period.Relying on the survival of housing enterprises garden enterprises are also doomed,the lack of talent reserve awareness,serious lack of talent structure,low stability of talent and other problems caused by the harm has been revealed in the large,medium and small garden enterprises,the larger the scale of the enterprise "death" the faster,so that garden enterprises fell into the "curse of listing is dead".Therefore,if garden companies want to survive in the cruel market competition,they must continue to reserve and cultivate talents,build a talent echelon,and build a talent transfusion station for the development of enterprises.In the context of the above-mentioned industry market,this thesis takes the engineering personnel of S Garden Company as the research object,based on the theoretical basis of talent strategy,competence,talent incentives,etc.,and based on the theoretical framework of the eight-step method of talent echelon construction,designs the interview outline and questionnaire questionnaire for the current problems of the engineering personnel of S Garden Company,and through the collation and analysis of the interview content and questionnaire survey data,it is found that there are objective environmental factors and internal factors in the construction of the talent echelon of S Garden.Objective environmental factors include two aspects,including the slowdown in the growth rate of the company’s business caused by the tightening of the downstream real estate market,and the "worsening" of the originally limited talent reserve due to the divestiture of the business;Internal factors include the disconnect between talent planning and enterprise strategy,the lack of clear and objective talent evaluation standards,the lack of a sound talent training system,and the lack of perfect talent protection measures.This article mainly proposes corresponding solutions to the problems caused by internal factors of S Garden Company.The author believes that to solve these problems,we should build a perfect talent echelon construction system for the engineering personnel of S Garden Company.Through the systematic sorting out of the research ideas of talent echelon construction,according to the theoretical framework of the eight-step method of talent echelon construction,the implementation process of the construction of the talent echelon construction system of S Garden Company is proposed: focusing on the strategic goals and business of the enterprise,refining the core organizational capabilities and identifying key positions,building a key position competency model,screening and inventorying high-potential talents within the enterprise,and planning careers for them,through scientific evaluation and targeted and systematic training programs,the talents are evaluated,cultivated and appointed.Ensure the smooth progress of the project by establishing a talent echelon construction management system,and finally escort the construction of the talent echelon construction system through organizational support,ecological environment creation and construction mechanism.