Talent Management Case Study Of W-Education And Training Center

Along with the improving macroeconomic environment and development of the private economy in China, training industry in the late80early90’s appeared on the vast land of China, under the economic environment in China after nearly20years of experience in recently, although the country’s training market showed growth of prosperity. But most of the training industry is private small enterprise, the staff competition is the huge test, how to improve talent management, development and utilization, has become the main problems faced by small private enterprise talent management areas.This article uses a case study approach to the private training institutions. Though knows to w center development background and organizational structure, combined with Fei Chen, deputy director of the training department in charge of personnel turnover low staff morale, staff interview, summarized the center of talent management there’s analyze the personnel of the center is difficult to retain the reasons is not clear from the W center post configuration is not reasonable in recruiting and employing too casually, Center for talent lack proper occupation career planning cause talent will not get a promotion, management mechanisms behind lead to "appoint people by favoritism", internal management, pay and benefits on the low side, performance appraisal form, did not participate in the training of employees opportunities to explore in depth the issue, try to find out the suitable W Center personnel system. Involved in this to have characteristics in common with other low-end training institutions, in this case the center of their own talent management features. From the organization to carry out the appropriate corporate talent management reform start to review the existing management system, through the intermediary chain model of JP match, Maslow’s, the Price-Mueller (2000) model and Lewin, so that the w center adjustment talent management system, the central goal of positioning more clearly, the relative increase of the salaries and benefits competitive, to ensure the realization of the goal of the organization and management.Finally, hope that this case study can provide some experience for the center of talent management reform, but also for other training institutions to carry out effective talent management to provide some experience and inspiration.