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Can You Be A "Talented Person"?

2011/8/19 10:56:00 52

I believe a lot of people in the workplace have this feeling: in the annual meeting of a company or in a big occasion, the boss is passionate about the company's most important asset is "people". "The company attaches great importance to every employee, you are all valuable talents of the company".

And you can't feel the same feeling when you sit down.

Is this the boss of the company singing high profile? Or are you not a "talented person" in the eyes of the company? Maybe just because you do not know enough about the company's talent reserve strategy, then how to do a company's talents needs nothing.

For the time being, China's

job market

Explosion, especially because of the relatively turbulent stage of the European and American economy, many overseas Chinese living abroad have begun to search for better development opportunities in China. This has intensified the competition in the domestic talent market, and on the other hand, has stimulated the flow of talent in the talent market in the country, so that more and more enterprises have put the talent pool in a more important position. The managers of the enterprises have begun to consider what the development plan of the enterprise is, what kind of talents should be involved in it, and whether there is such a talent in the enterprise, and how can we fill in such a talent gap through the outside? If we lose the key figures in the enterprise, we should first adopt the internal successors, or find the corresponding talents from the outside to fill the vacancies. Extraordinary fire

Therefore, generally speaking, a company that really attaches importance to the reserve of talents will often carry out "talent inventory" within the company, that is, talent audit, through professional evaluation and test, try to understand everyone in the company as much as possible, not just a relatively prominent employee, so as to fully understand the characteristics of employees and make full use of them.

At the same time, some strategies such as "successor plan" will be launched to ensure the echelon construction of company talents, that is to say, at least 1~2 employees in every management position can be competent at any time.

The advantage of this is that the company will not be negatively affected by the lack of employees in a key position. At the same time, employees or external applicants will also have a clearer definition of the company's promotion path.

But even so, not everyone in the workplace has the chance to become an enterprise.

Talent reserve

A member of a company rarely says to employees: "you are one of the candidates for a job in the company. If there is a vacancy in this position, you will have a great opportunity."

It is through a series of training, rotation, tutor system, and so on, to complete the training plan for employees, and increase employees' sense of belonging in the enterprise.

In this case, if we want to get more opportunities inside the enterprise, the workplace people need to know roughly the development trend of the industry in which their enterprises are located, and what kind of ways the enterprises want to adapt to such a trend. In this process, what kind of talents are lacking in the company, and whether they have these qualities, and it is more appropriate to develop their career paths in the enterprise based on their own conditions and conditions.

Then, you can communicate your ideas with your boss or human resource manager, understand their company's talent strategy, and strive to make your own development match with the company's talent needs.

In addition, we must not neglect the opportunities provided by the company, besides common training, rotation and so on.

"Increase responsibilities"

It may be the most easily ignored by people in the workplace.

For example, when a company suddenly wants you to take on a job that is beyond your position, it can not give you the corresponding remuneration and position for the time being. Many people in the workplace may complain when facing such a situation, but often the opportunity to get promoted is after you finish these "extra work" beautifully.

Of course, if your boss overworks you over a long period of time, but does not offer more chances and rewards at all, you may have to consider whether the culture of this enterprise deserves your continued dedication.

For those in the workplace who want to become talent reserves through job hopping, they often have certain professional qualities and have more choices. First of all, choosing a more potential industry on the choice of industry will have more opportunities than the industry that is just right now.

In addition, when choosing a specific enterprise, you cannot focus on one aspect, for example, money must not be the first driving force for your choice.

You need to think more about the values of the enterprise, the platform for the employees, the opportunities for future promotion, the clarity of the career path provided to the employees and so on. In fact, this is also a challenge for you, because you are not simply joining a company, but choosing a "Bo Le" that can give you the greatest advantage.