Optimization Study On The Construction Of Professional And Technical Talent Echelon Of A Hydraulic Survey And Design Company

As A representative of local small and medium-sized water conservancy survey and design enterprises,Company A has been deeply engaged in the local market for many years,but there has been a dilemma that the overall technical strength is not strong enough,the foreign market is not big,and the enterprise revenue and profit cannot achieve a qualitative breakthrough.With the change of the tone of industry development of "water conservancy projects to make up for shortcomings and strong supervision of the water conservancy industry",the market has also appeared in the investment direction of traditional flood control projects,and the investment in water resources and water environment has increased year by year.Due to the lack of its own development strength,Company A has been unable to keep up with the speed of market and industry changes.In the face of internal troubles and external difficulties,Company A formulated a development strategy of transformation and upgrading to improve market share and voice.In this critical transition period,which is not only an opportunity but also A challenge,whether the organization and human resources can support the development of the company has become the focus of attention of Company A.Company A is in a knowledge-and technology-intensive industry,and professional and technical personnel are undoubtedly the main body and core productivity of the company.This study intends to analyze in detail the current situation of professional and technical talent echelon construction of Company A through talent inventory,and then conduct interviews and dialogues with representatives of professional and technical personnel,human resources directors and company executives in view of the current situation of insufficient talent quantity and unreasonable proportion of junior high school talents.In-depth analysis and study of the problems and causes behind the current situation of the construction of Company A’s professional and technical talent echelon,and then put forward targeted optimization countermeasures to provide the most powerful organization and talent guarantee for Company A to achieve its strategic goals and complete the transformation and upgrading.On the basis of previous studies,based on the competency theory,man-post matching theory,Maslow’s needs hierarchy theory and Kirchner’s four-level training evaluation model theory,this paper uses literature research method,questionnaire survey method and interview method to optimize the construction of professional and technical talent echelon of Company A.Guided by the company’s development strategy,this paper analyzes the quantity and quality of professional and technical talents in Company A from the perspective of talent inventory,and makes clear the current situation of talent echelon construction in which the number of professional and technical talents is insufficient and the proportion of junior high school talents is unreasonable.Then,through interviews with representatives of three groups:professional and technical personnel,human resources person in charge,and company executives,the comprehensive and in-depth study found that there are four major problems in the construction of professional and technical personnel echelon of company A: difficulty in talent introduction,poor talent training effect,difficulty in talent promotion,and inability to retain talents.The main reasons include the lack of guaranteed salary and personalized treatment;Single recruitment channels and low interviewing level of recruiters;The talent training program lacks scientific echelon classification;Inaccurate training needs;The qualification criteria are unreasonable;The design of performance bonus lacks incentive;Lack of team learning and cooperation atmosphere.Accordingly,the paper puts forward optimization countermeasures in the aspects of talent introduction,talent training,qualification standard and internal and external motivation of talents,in order to improve the effect of the construction of professional and technical talent echelon of A company.Finally,based on the current situation of the enterprise and industry practices,this paper puts forward safeguard measures to optimize the construction of professional and technical talent echelon from three aspects: organization,capital and culture,so that the construction of professional and technical talent echelon of A company can be smoothly implemented and serve the company’s strategic goals.This research is fully based on the current situation of company A’s human resources and the actual construction of talent echelon,and the research conclusions obtained have important practical significance for the optimization and improvement of the construction of professional and technical talent echelon of Company A,and also have certain reference value and significance for the optimization and construction of talent echelon of other similar enterprises in the same industry.