Talent Strategy

(1) a strategic human resources. Enterprises have these human resources are the source of corporate competitive advantage. Strategic human resource is the human resources in the enterprise system, have some or some kind of special knowledge (the ability and skills), or have a certain core knowledge or critical knowledge in the enterprise management system, an important or key positions in those Human resources: human resources in relation to the general, these are called strategic human resources have a certain degree of specificity and non-substitutable. (2) Human Resources Management systematic. Enterprises in order to obtain sustainable competitive advantage and the deployment of human resources management policies, practices and methods, and means constitute a strategic systems. (3) The fit of human resources management, including the "vertical fit," namely, human resources management, and enterprise development strategy must be fit, "horizontal fit" both the human resources management system, components or elements, mutual fit. (4) human resources management objectives-oriented, strategic human resource management through the organization of construction will be placed on human resources management, organizational and operational systems, promoting to maximize organizational performance. Popular speaking: 1, the recruitment. Including the human resource planning human resource projections to determine the staffing requirements, the implementation of on-site recruitment, implementation of the recruitment of evaluation, according to evaluation results of personnel, probation, tracking, cost accounting recruitment, recruitment effectiveness evaluation .2, training, including the human resource planning for the development of training management practices, training needs survey to identify training needs, implementation of training, training evaluation. training in costing, .3 training effectiveness evaluation, remuneration benefits, including the human resources strategy, compensation strategy formulation, development of revised salary management methods to assess the specific salary adjustments, payroll accounting, development of welfare policy to carry out pay and benefits surveys 4, performance evaluation, according to company's strategy to develop performance assessment methods, and maintenance of performance evaluation indicators and timely updates, accounting performance pay for performance, interviews, etc. 5, staff relations, exit surveys, satisfaction surveys 6, government relations, handling of labor disputes, social security problems and unexpected events 7, the basis of personnel work. such as the attendance accounting and related system of working hours