Consulting on career development and talent system design

Talent development is the process of building a talent pool through planned design, providing direction, paths, necessary technical and resource support for talent development, and offering opportunities for learning and growth, in order to cultivate and enhance talent. Talent development is a part of talent management, which mainly includes learning and development, career planning, succession management, etc. In general, the expectations of various types of enterprises for talent development mainly focus on the following three aspects:

1. Can it provide support for the implementation of the strategy. The implementation of corporate strategy requires the coordination of multiple resources and means, and the role of talent development in this process can be summarized as one point: whether the recruited, selected, and cultivated talents can achieve the improvement of organizational capabilities and the promotion of business.

2. Can the inheritance of corporate culture be achieved. Can talent development strengthen cultural inheritance from two aspects: reshaping and instilling corporate culture internally, especially cultivating entrepreneurial spirit, and helping employees at all levels find a sense of value and belonging. In addition, through training programs or corporate universities as carriers, corporate culture can be disseminated to the outside world, strengthening the corporate brand and building the image of industry talent standard setters.

3. Can it drive organizational change. The foundation of talent development in the process of promoting organizational change is still the solution to the problem of "human" abilities. The key indicator of talent development effectiveness is whether the planning and design of talent development can promote the shaping of strategic oriented talent core competencies, thereby driving organizational change.

Services of ShangShuce

(1) Through scientific methods and rich experience, we help enterprises analyze and design work, clarify job responsibilities and division of rights and responsibilities, establish a scientific and reasonable job management system that can effectively support enterprise strategy and business development, and improve management efficiency. 

(2) With the help of the mature methodology system of Shangshu Ce, analyze the influencing factors of job staffing, establish a staffing management model suitable for a certain period of enterprise development, and transfer methods to facilitate adjustments according to business needs during enterprise development; 

(3) By standardizing job positions and staffing, improving per capita labor productivity, effectively controlling labor cost budgets, and enhancing management efficiency.

(4) Optimization of human resources system;

-Employee career development channel design (job grade design)

-Design of Employee Career Development Ladder (Grade and Rank Design)

-Establishment and Evaluation of Employee Competency Model

(5) Development of qualification standard system for employment;

Problems solved for enterprises

(1) Overemphasizing qualifications and underestimating inner potential.

Many companies focus on understanding job candidates' work experience, knowledge, and skills through interviews, exams, and other means during recruitment, and infer job abilities based on this. However, existing work experience and skills only reflect a portion of the candidate's "obvious abilities," and there is a lack of identification of the candidate's potential abilities. 

(2) Excessive focus on outstanding talents without achieving job matching.

When hiring new employees, many companies tend to choose candidates with excellent qualities and conditions. However, the result is that some of the newly hired employees have qualifications that are significantly higher than the job requirements, leading to a mismatch between personnel and positions. 

(3) Excessive focus on talent introduction, failure to employ and retain personnel.

Most enterprises attach great importance to talent introduction and have formulated many attractive policies for talent introduction. However, there are many problems in the process of talent introduction, such as leaving the introduced talents idle or neglecting talent cultivation. 

(4) The cultivation mode is single and lacks innovation.

Although some companies have developed clear talent training plans, they simply copy other companies' training models and fail to combine their own characteristics to design a systematic talent training system and select reasonable training methods, and customize the design for the company. 

(5) The evaluation and training mechanism for talents is not sound, and the training methods are single.

At present, many enterprises have made great improvements in the talent training system and mechanism, but some enterprises still lag behind in the use of tools in talent evaluation, selection, and other aspects, with a single method, model, and lack of training design of hierarchical classification of talents.