Corporate culture

Corporate culture is the guidance of talent strategy, which lays a positive tone for talent development. Corporate culture is embodied in the values advocated and followed by the enterprise, and it is transmitted to employees at all levels through various systems, especially the code of conduct, so as to form a certain organizational atmosphere. Good corporate culture should meet two requirements. It needs to form cohesion internally to ensure the stability of various mechanisms, processes and systems; it needs to produce adaptability externally so that enterprises can flexibly respond to the needs of customers and the market.

Team building

Team building is the key to talent strategy, because it directly affects the core elements of talent strategy & mdash; people. The purpose of team building is to find suitable talents and make them do their best, so as to build a high-performance team. When planning talents, we need to know what the goal of the enterprise is, what kind of talents the enterprise needs, what kind of performance they need to create, and then think about how to absorb, evaluate, develop and promote such talents.

Knowledge sharing

Knowledge sharing is the booster of talent strategy. On the one hand, it integrates individual knowledge of employees into organizational knowledge and precipitates it into the basis of organizational ability improvement; on the other hand, it promotes the advantage exchange between employees and improves their personal performance. Knowledge sharing needs to complete the following work: collect all kinds of explicit knowledge and seek the knowledge carrier that can be spread; excavate the implicit knowledge in employees and make it explicit in various ways to form explicit knowledge; realize the sharing of all kinds of explicit knowledge among employees through various platforms and ways.

Performance management

Performance management is a measure of talent strategy. It can test the scientificity and effectiveness of talent strategy and provide basis for enterprises to adjust talent strategy and talent development direction flexibly and timely. Generally speaking, the evaluation system of performance management includes many levels: performance objectives, core competence, professional ability and potential. Through the evaluation of the above-mentioned different levels of employees, enterprises can decide what help to give employees and how to provide them with effective training and development opportunities and platforms. Of course, the evaluation results also become an important basis for employee motivation.

Organization development

Organizational development is the guarantee of the implementation of talent strategy, which provides a powerful platform and support for employees to exert their talents. The three most important issues of organizational development are: does an enterprise have a reasonable and effective organizational structure? Has the enterprise's change management achieved and promoted? Has leadership been developed and improved?