Research On The Construction Of H Company’s Management Talent Echelon

With the rapid development of construction industry,several large construction companies in our country have got great progress.How to accurately grasp the characteristics of Chinese large construction(construction)enterprises under the "new normal",strengthen the corporate governance of enterprises,in order to improve the efficiency of corporate governance,improve the effectiveness of corporate governance,is currently facing many construction(construction)enterprises to solve the problem.Based on relevant theories related to group control,combined with the development of China’s socialist market economy and the reality of enterprises,referring to foreign research results on group control,taking the control of H Construction Group as the main object of discussion,through internal interviews,data analysis,communication and discussion,closely combined with the reality of enterprises,By analyzing the control status quo of H Construction Group,five main problems are found: lack of systematization and pertinently,lack of perfect talent selection criteria,lack of effective talent echelon resources,lack of perfect training system,and lack of channels in line with enterprise and talent development.H Construction Company is a local construction enterprise that has just been acquired by a central enterprise.It is faced with serious turnover of original employees,and existing employees do not adapt to the new corporate culture and job requirements.From the perspective of human resource management,this paper analyzes the development status of H Construction Group and studies its existing problems.After analyzing the above problems,the author finally determined the ideas and methods for the construction of H Company’s talent reserve system,and proposed a feasible optimization plan for the construction of talent team.First of all,this paper starts with the optimization of the talent training system of H company.Through the establishment of a systematic talent training system,various methods are adopted for training,and according to the requirements of the quality and ability model,it is expected to improve the quality and ability of the employees of H company quickly and pertinently.Secondly,it systematically improves the workflow of talent inventory in H Company,and adds talent evaluation tools and defense procedures for successors in the inventory process.In terms of talent inventory and output,it focuses on the use of Kanban and decision form of talent echelon.Strengthen the inventory work after the inventory,improve the promotion mechanism of employees.Third,establish a talent echelon resource pool for the talents of H company,dynamically adjust the personnel in the corresponding resource pool based on the results of talent inventory every year,implement the operation mode of "rolling in and out",constantly supplement and eliminate talents,and effectively revitalize the resource pool.Fourthly,improve the staff training system of H Company,and formulate a training program for staff echelon appropriate to it based on the specific situation of the company,so that talents at all levels can focus on improving their self-management level according to their own characteristics and carry out comprehensive development of the competency required by the management.Fifth,upgrade the career development system of H Company by accelerating the completion of the upgrading and iteration of the career development path,employee rotation system,promotion evaluation system and medium-and long-term incentive system.Finally,based on the current work experience of H Company,from the aspects of ideological understanding,organizational guarantee,system implementation,cultural promotion and other aspects,the implementation of safeguard measures for H company’s talent echelon construction are discussed,so as to serve as the sustainable support for H Company’s future talent echelon construction.The contribution of this paper is mainly reflected in the following aspects.The first is the beneficial combination of the theory of talent echelon construction and the practice of human resources in construction enterprises.I compiled and included the theory of echelon construction,talent,inventory,talent and theoretical ability model,etc.,and accepted the talent construction of H Construction Company as the research focus,combining theory and practice closely.The relevant results are the supplement and expansion of the existing research on talent echelon.Second,the competency evaluation standard of H company is optimized.Centering on the development strategy of H Company and based on talent standards,the competency model system of H Company has been improved,which has laid a solid foundation for the construction and support of talent echelons.Third,it opens up the talent supply chain of H Company and forms a systematic talent selection and training strategy.Starting from the two dimensions of talent identification and talent layout,through talent inventory,talent cultivation,employment,dynamic system and talent,the final realization of talent driven strategy to support business development.Fourthly,some suggestions put forward in the article are of guiding significance for our construction industry and the whole fast-moving consumer goods industry.